{"id":2855,"date":"2022-02-09T17:21:57","date_gmt":"2022-02-09T17:21:57","guid":{"rendered":"https:\/\/coachdiversity-institute.lndo.site\/?post_type=blog&#038;p=2855"},"modified":"2025-03-25T07:45:43","modified_gmt":"2025-03-25T07:45:43","slug":"improving-workplace-gender-inequality","status":"publish","type":"blog","link":"https:\/\/coachinginnovation.co\/blog\/workplace-gender-inequality\/","title":{"rendered":"Improving Workplace Gender Inequality"},"content":{"rendered":"<p>If you would like to see a visual representation of gender bias in almost any organization, review the \u201cOur Leadership\u201d page of the company website. Chances are most, if not all, of the photos are of Caucasian men.<\/p>\r\n<p>That\u2019s not to say that these gentlemen are not qualified for their roles and titles. On the contrary, they have probably been learning the ropes for these positions for years, if not decades \u2014\u00a0but why them and not more women? Possibly because subtle occurrences of gender discrimination in the workplace tend to benefit male employees. Men have been on the receiving end of more opportunities for so long, they often don\u2019t realize they\u2019re benefiting from situations and opportunities from which most women have been excluded. Here are some examples of gender inequality in the workplace.<\/p>\r\n<h2><strong>Examples of Gender Discrimination in the Workplace<\/strong><\/h2>\r\n<ul>\r\n\t<li><strong>Lower pay for the same work:<\/strong> Pay inequality in the workplace continues to be prevalent, often because many office policies make it difficult to remedy. When employees are hired, subsequent raises are based on their initial salaries. Therefore, when women are hired at lower pay for the same jobs as men \u2014 even if their raises are equal to men\u2019s raises \u2014 the women\u2019s salaries may never catch up to those of the men in their departments.<\/li>\r\n\t<li><strong>Lack of support<\/strong><strong> from company leaders: <\/strong>This disenfranchisement can be subtle,\u00a0such as the hidden bias that can occur from supervisors who gravitate toward male employees. It can also be blatant, such as when certain managers enjoy the \u201cgood ol\u2019 boy\u201d network of their workplace and purposely exclude women from promotions.<\/li>\r\n\t<li><strong>Sexual harassment: <\/strong>Eighty-one percent of women have reported experiencing sexual harassment in their lifetimes, including verbal or physical assault. Thirty-eight percent have experienced sexual harassment in the workplace.<\/li>\r\n<\/ul>\r\n<h2><strong>Causes of Gender Inequality in the Workplace<\/strong><\/h2>\r\n<p>Gender inequality is akin to repeatedly \u201cmissing a rung\u201d on the ladder to success. It often begins early in women\u2019s lives and continues throughout their careers, and it can come in many forms, whether obvious or indirect.<\/p>\r\n<p>First, as girls, they might not receive scholastic encouragement from parents at home. This lack of parental assistance might be caused by parents who don\u2019t support having educated women in the workplace, or this missing encouragement might be the result of having one or both parents who are physically absent from home, possibly because they are away for work, deployed in the military or even incarcerated.<\/p>\r\n<p>When they are at school, girls \u2014 especially girls of color \u2014 continue to be on the receiving end of biases from teachers and school administrators. Research has shown this ongoing bias results in girls having lower self-confidence than their male peers, resulting in girls who fail to reach their full academic potential. As a result, many girls opt to accept less lucrative jobs instead of pursuing well-paying careers in high-demand industries and STEM fields.<\/p>\r\n<p>Then, in the workplace, the gender bias continues. Imagine a scenario where a supervisor receives two last-minute tickets to the local professional sports team from a workplace vendor or client. He or she might send a mass email, offering the tickets to whomever can use them that night.<\/p>\r\n<p>Unfortunately, most of the women receiving the announcement probably cannot accept the offer on such short notice because they have additional responsibilities at home. Half of all households are headed by women<em>,<\/em> so in addition to being the breadwinner who pays the rent or mortgage, they\u2019re also the default caregiver for any children and elderly parents in the home. Those women are going to make certain that everyone in the household gets dinner, their children will complete their homework, and their parents will take their medications before bedtime.<\/p>\r\n<p>Even when spread thin with additional responsibilities, women tend to continue prioritizing their families over extracurricular networking opportunities at the office. This additional stress can lead to burnout and has caused women to participate in the pandemic\u2019s \u201cgreat resignation\u201d at twice the rate as men.<\/p>\r\n<h2><strong>Why Employers Should Correct Workplace Gender Inequality<\/strong><\/h2>\r\n<p>No one is asking supervisors and office managers to undo the bias and discrimination that have contributed to women\u2019s inequality in the workplace over the decades, but those managers can level the playing field for the women they supervise. Doing so should help retain many of the most dedicated and reliable employees. Removing the gender pay gap and basing promotions on skill assessments are good ways to begin this employee retention effort.<\/p>\r\n<p>Remember, you cannot fix existing problems with old solutions and expect different results.<\/p>\r\n<p>CoachDiversity\u2019s team of certified diversity coaches is known for teaching new techniques that <a href=\"https:\/\/coachdiversity.com\/organizational-services\/corporations\/\">help business leaders think differently<\/a> about diversity, so they can translate those skills into everyday practice. We <a href=\"https:\/\/coachdiversity.com\/organizational-services\/11-executive-coaching\/\">provide coaching support<\/a> for corporate managers, senior executives and other leaders to maximize their professional and personal potential. Contact us today.<\/p>","protected":false},"excerpt":{"rendered":"<p>If you would like to see a visual representation of gender bias in almost any organization, review the \u201cOur Leadership\u201d page of the company website. Chances are most, if not all, of the photos are of Caucasian men. That\u2019s not to say that these gentlemen are not qualified for their roles and titles. On the <a href=\"https:\/\/coachinginnovation.co\/blog\/workplace-gender-inequality\/\" class=\"more-link\">&#8230;<span class=\"screen-reader-text\">  Improving Workplace Gender Inequality<\/span><\/a><\/p>\n","protected":false},"featured_media":2857,"template":"","blog_categories":[],"class_list":["post-2855","blog","type-blog","status-publish","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Improving Workplace Gender Inequality<\/title>\n<meta name=\"description\" content=\"Gender inequality in the workplace may include lower pay for women and women being excluded from opportunities for advancement. 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