Women & Job Promotions: Why they get Overlooked & How to Break this Stereotype?

Employees are often told at work that if they work hard and produce great results, a promotion is guaranteed. Well, that’s how it should work but it seldom happens this way. Being promoted at work is not directly proportional to how well you perform. It is heavily influenced by supervisors and gatekeepers. There are several biases that exist in the business world. Though men and women want to climb up the rungs of the corporate ladder, unfortunately male counterparts are given more preference. Women want to be leaders at the workplace but their role is only limited to entry-level positions. A very small percentage of women in the workplace hold managerial positions. Even though a few women take on leadership roles, they still don’t get promoted because of their gender.

Gender-based discrimination and an unconscious gender bias are two major barriers that stub a woman’s growth at work.

Why Qualified Women are Overlooked for Promotions?

• Lack of support from peers

According to a LeanIn and Survey Monkey Study, women are 24% less likely to receive advice from senior leaders, especially men. They primarily lack mentoring and networking opportunities, and social support. Also, it is noticed that men are less comfortable mentoring women than they are with other men. If women want to advance in their career, it has to start with a changing behaviour and attitude of male counterparts. When they are viewed equally, they can be considered for promotion.

• Unconscious gender bias

A sad reality is that men and women are still viewed differently at the workplace. For those unaware, an unconscious gender bias is defined as automatic mental associations based on a gender. It usually stems from norms, values and experiences. For example, if a man exhibits assertiveness at work, it may be associated with “Type A” behaviour including competitiveness and workaholism. But if women display the same behaviour, it is perceived differently. They come across as being aggressive. Most women leave their job due to bad bosses/difficult managers. This is a tell-tale sign that men and women are treated differently by their managers. Another research indicates that men are hired based on potential whereas women are hired based on what they’ve achieved in their career. This means that women quite literally have a lot more to prove at work in order to achieve accolades.

• Lack of female visibility

In most organisations today, there are unspoken expectations of how women should behave. This often leads to women staying invisible at work. Even if a woman is seen promoting herself, she is viewed as violating certain pre-set norms. On the other hand, male self-promotion is considered an accepted norm. Though women employees at the workplace are aware of female visibility, they choose to stay invisible. A few reasons why they do this is because they want to avoid backlash owing to prior attempts of self-promotion, they don’t feel themselves when they’re using self-promotion techniques, and prefer staying out of the limelight for their own mental peace and to maintain a work-life balance.

How to Break Promotion Stereotypes in the Workplace?

Stereotypes in the workplace can hamper productivity. It can also decrease an organisation’s profitability. Studies reveal that companies that have less diverse teams particularly at the managerial level are less profitable. Women who are not acknowledged for their efforts might eventually leave the company too. It’s high time we combat the damaging effects of stereotyping at work. Companies should work towards promoting diversity and creating an environment of inclusion.

Here are a few ways by which promotion stereotypes can be broken in the workplace:

• Diverse hiring practices

The first step to eliminating stereotypes is embracing inclusive hiring practices. This can considerably reduce unconscious biases. A few strategies include having diverse interview panels and using blind evaluation resume screening techniques. When organisations focus on skills and qualification instead of gender, they will be able to hire diverse talent. Even the employees will feel like they have been given an equal chance to succeed.

• Awareness programs

To combat workplace stereotyping, education and awareness is key. Employees at all levels should be included in these programs. Organisations should call life coaches and motivational speakers to promote empathy. They help create a more inclusive work environment by conducting interactive activities, having open-ended conversations and using real-life examples.

• Setting the tone for an inclusive organisational culture

As an employer, if you want your employees to be happy, you have to set the tone for an inclusive culture. Whether your workforce includes men, women or members of the LGBTQ community, you have to make them feel safe, valued, empowered and respected. This is the first step to combat stereotypes. As a woman, if you’re facing gender discrimination at your workplace, it is important to be aware of all the rights and laws. Promote fairness and set rules against discrimination. During decision-making, encourage different perspectives and opinions. This is when employees will truly feel valued. Discourage groupism and favouritism. If only certain employees are given preference over the other, productivity can reduce. Instead of discriminating, managers should lead by example. When a culture of equality is created, it will automatically reflect in the work.

• Fair performance evaluation

The essence of a fair performance evaluation is judging an employee based on their performance at work and job-related behaviour. It should not be connected to their personal traits, gender, work situation and other factors that are unrelated to their performance. Employees should strictly be evaluated only based on their merit.

Conclusion

Stereotyping in the workplace is something that has been happening since time immemorial. It’s high time we let go of the mindset that holds people from succeeding, especially women. Research shows that women won’t bother pushing for promotions if they don’t think they have a chance of getting them. Promotion stereotypes can only end by adjusting perspectives and letting go of unconscious gender biases. Strong policies, mentorship and open communication are three crucial ways through which we can create a workplace that thrives on diverse talent and not stereotypes.