One of the recommendations was believing women when they bring gender bias and discrimination to management’s attention.
When the issues are not blatant, it can be difficult to determine if a problem really exists … and more difficult to know what to do about it.
Inevitably, the woman is going to say something happened — but the man is going to say there is no issue and it is all in the other woman’s mind. That pesky discrimination dogwhistle is going to continue to blow — and your workplace will suffer and be at risk.
Count on it.
How do you get to the truth?
Look for patterns
Review communications for tone and timing. Also look at audience and escalation. If there is bias, you will find the messages have a negative, condescending and/or demanding tone. You will also find copying of unnecessary other people on messages and/or escalating issues to the woman’s supervisor which should be resolved a peer level … Compare these patterns to the handling of communications with male co-workers in similar positions and see if the same thing is happening. If not, gender bias is likely at play and it should be addressed.
Listen for buzzwords
Pay attention to how women are described. Girls, gals and females are words that can chip away at respect for women in the workplace. Some other buzzwords are dramatic, emotional, nagging, whiny, bossy and pushy. Even worse are words like pussy and bitch … When traits associated with women or being a woman are used as negative adjectives to describe anyone in your workplace, it is wrong — and gender bias is likely at play and it should be addressed.
Learn from witnesses
Your employees are smart and they see what’s going on. Many are eager to share their observations and feedback. Utilize witnesses to gain insight into the issues. Ask what they have seen occur between the parties involved and what their own observations and experiences have been … See if they say the treatment for all is the same. If not, gender bias is likely at play and it should be addressed.
Gender bias is happening. Now what???
Gender bias in your workplace doesn’t mean firing all the men and replacing them with women. The goal should always be to maintain diversity, inclusion and fairness.
What it does mean sharing the feedback and taking corrective action with the men who show gender bias behaviors. It means declaring what is unacceptable. It means outlining what is appropriate. It means providing one or both parties with training to improve communication and inclusion skills. It means not allowing these kinds of behaviors to continue.
That means following up with both individuals routinely to assess progress. It means resetting expectations. It means defining timelines and deadlines for improvement. It means checking in periodically to ensure sustained effort.
Because eliminating bias in our workplaces isn’t just a one-and-done kind of thing. It takes continuous, concentrated and committed effort. It is nothing to play with.
Don’t start the work if you don’t intend to finish it.
What to Do When Life Is Disappointing
Bridging The Performance Management Gap With Career Pathing
Motivation and an Open Mind are Essential to Become a Great Entrepreneur
The FinCommunications Story: What’s Yours?
Marketing to Young Professionals and Athletes
Making the Distinction Between Gambling and Investing
Is Deferred Compensation Holding You Captive?
How to Start Your Journey to Be Different
The Question ‘Why’ Expands Your Opportunity
What If Magic Was Part Of Your Strategy?
Explore Investment Insights16 hours ago
The Future of E-Commerce and Retail Will Be Written in China
Leadership16 hours ago
The Most Effective Way to Influence Others
Financial Podcasts16 hours ago
Become the Master of Your Own Time
Investing in Life2 days ago
Storyselling: Six Magic Words Guaranteed to Engage Your Clients
Development2 days ago
How to Offer More to Your Ideal Clients
Solutions2 days ago
Top 4 Themes in Impact Investing Right Now
Investments3 days ago
Global Equity Views 4Q 2018
Development3 days ago
How To Deliver Value During Prospect Engagement