Gender biases hurt men too - Deepstash
Gender biases hurt men too

Gender biases hurt men too

There are plenty of areas where women have an advantage over men and the workplace is one part of that.

Other studies show that managers view men who have only part-time work experience as less hirable than women with the same experience due to gender expectations. 

In addition to that, researchers found that managers hesitate to overtly criticize and use harsh language women even when needed while men receive them. 

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MORE IDEAS FROM The Language of Gender Bias in Performance Reviews

Fixing gender biases in performance evaluations

Although gender biases continue to persist in the workplace, it would be helpful in reducing gender biases if:

  • we tie evaluations to performance
  • the evaluationprocess if transparent
  • hold managers accountable for reviews that apply gender biases in reviews
  • managers having a clear criteria for evaluating employees and this criteria be applied to all employees

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Ill-defined protocols perpetuate bias

A poorly defined evaluation process opens the door for gender biases to shape performance evaluations. It could have managers use a criteria with no clarity on how to measure them so they then draw from cultural ideas about the different kinds of people. 

Although supervisores notice women's behaviors in the workplace when conforming to gender conventions, it does not result in rewards, often it's noted in their review that they need to improve their technical skills -- making them suffer professionally.

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The Study of Gender Biased Performance Reviews

Alison Wynn, JoAnne Wehner, and Katherine Weisshaar worked on a study to show that there are bigger biases in the evaluations of people's personalities, future potential, and mentions of exceptionalism. 

Their study used a code that allows them to identify the employee behaviors that managers noticed and the ones they rated highly, hence its name "viewing and valuing social cognitive processing model".

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RELATED IDEA

"Neither diversity training to extinguish stereotypes, nor diversity performance evaluations to provide feedback and oversight to people making hiring and promotion decisions, have accomplished much.”

University of California 

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Motherhood fosters employable skills

The question is increasingly popping up whether or not the skills of motherhood belongs on a CV.

The role of motherhood has become more visible during the pandemic as schools transitioned to remote classrooms, and women took on a bigger load of home life than before. Mothers multi-task, plan, research, negotiate, manage time and lead. Research shows mothers are better at listening, more diplomatic, very organised, more efficient, and better mentors.

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You will not eliminate all the bias at your company with a single effort or in a single year — and that should not be the goal. The goal should be to take small steps consistently. If you build evidence-based tweaks into your fundamental business systems, the organizational change you effect will be more resilient and long-lasting than a CEO-driven, conversation-based culture change. 

The first step in removing bias is improving how you recruit and hire candidates.

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Removing Bias From Your Hiring Process

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