Bias comes in many forms and causes us to form prejudices against others. It helps us categorize things to make sense of the world around us. But although it’s common, biases aren’t harmless. In the workplace, for example, gender bias is a very common problem. It’s the tendency to prefer one gender over another. Most of the time, companies and recruiters prefer men to women. We’re not saying this is a conscious choice, but it’s also not the most deliberate choice either. Believe me, it’s also YOUR loss!
Gender bias is often a form of unconscious or implicit bias. It happens when someone unintentionally attributes certain attitudes and stereotypes to someone else. For example, men may be considered more analytical and less emotional. As a result, they have a better chance of being hired when these skills are required. Yep, that’s completely unfair!
Gender bias in the workplace
Gender bias in the workplace often favors men. 42% of women experience gender discrimination at work, and while 90% of senior leaders are men, only 25% of CEOs are women. Gender bias starts as early as recruitment, with both male and female managers twice as likely to hire men. In blind applications, women are 25-46% more likely to be hired, highlighting how difficult it is for women to even get an interview.
Job descriptions often unintentionally use words like “dominant,” “confident,” and “decisive,” which appeal more to men. Women also tend to apply only when they meet 100% of the qualifications, while men apply with just 60%. This should be considered when writing job descriptions, focusing on necessary qualifications.
The difference between gender bias and gender discrimination
Gender bias and gender discrimination may sound similar, but they’re not the same. Gender bias often operates unconsciously, where people unknowingly prefer one gender over another. Discrimination, on the other hand, is a conscious and intentional act of treating someone unfairly based on their gender. Although bias may be more subtle, both lead to inequality in the workplace. So:
- Gender bias is often unconscious and operates subtly, leading people to unknowingly favor one gender over another.
- Gender discrimination is a conscious, intentional act where someone is treated unfairly due to their gender.
- Both bias and discrimination contribute to inequality in the workplace and can impact hiring, promotions, and opportunities.
- While gender bias might be harder to identify because it’s implicit, its effects are just as damaging as explicit discrimination.
- Tackling both requires awareness and action at both individual and organizational levels.
Types of gender bias?
Gender bias is most prominently visible within the workplace. Here are some examples of gender bias manifesting itself in the professional field:
- Recruitment strategies are biased
Both male and female recruiters are twice as likely to hire men. They also invite men to job interviews more often. Even if they receive applications from equally qualified women. Recruiters are also more likely to ask women about parental responsibilities, while male candidates rarely receive these questions. - The gender pay gap
In many countries and companies, it is still very common for women to get paid less than men. Even if they do the exact same job. Women are also less likely to obtain upper-level roles. The glass ceiling is still very hard to break through. - Women are interrupted more than men
In meetings and conversations, men interrupt women more than they do men. As a result, women are more likely to be dismissed. What women have to say may not be amplified as well as what men have to say. - Job descriptions are biased
Even job descriptions are the victim of unconscious gender bias. The language used in job descriptions often appeals more to men than it does to women. Words like confident, decisive, strong and outspoken can discourage women from applying. They don’t recognize themselves in what is being asked for, while men do.
Bias in recruiting strategies
Gender bias can appear at different points during the recruitment process, starting from how and where companies search for candidates. Some platforms might target more male candidates or ads might specifically reach men, often unconsciously. This is not only unfair but also against the law.
Gender bias in job descriptions
Even something simple like a job description can show bias. Words like “strong,” “confident,” and “decisive” tend to attract men, while women might feel less encouraged to apply. Research shows that clear qualifications are important for women. If a job posting is either too strict or unclear, it might discourage women from applying.
Impact of gender bias on men and women
Gender bias doesn’t just impact women; men suffer from it too. For example, men who show emotion are often seen as less competent, while women are frequently viewed through the lens of traditional stereotypes, like being less analytical. These biases restrict both men and women from reaching their full potential in the workplace.
What are the causes of gender bias?
Gender bias is deeply rooted in societal norms and expectations. From childhood, boys and girls are taught different roles and behaviors, which leads to ingrained biases as they grow. The media also plays a significant role, continually reinforcing gender stereotypes that contribute to biased perceptions in professional settings.
Some examples of gender bias in other sectors
Gender bias isn’t limited to the corporate world. It’s prevalent in industries like technology, science, and healthcare, where men are often favored for leadership positions even when women have equal or superior qualifications. This shows that gender bias is a widespread issue affecting multiple sectors beyond just business.
Source: WEF
Other ways to reduce these biases
Here are the other 3 ways to reduce gender bias in the workplace:
1. Provide equal opportunities for development and advancement
Gender bias can be mitigated by offering training, mentoring, and career development opportunities to all employees. Women should have the same access to leadership training, sponsorship programs, and career growth pathways as their male counterparts. It’s important to address differences in performance evaluations and promotions to create an equal playing field.
2. An inclusive and supportive culture
Creating a culture that values diversity and actively combats discrimination is essential. Implementing policies that address harassment or supporting employee resource groups (ERGs) are all ways to foster inclusivity. Leadership commitment is key to setting the tone for a culture where all genders feel respected and supported.
3. Encourage open communication and feedback
Create open channels for communication where employees feel safe to share feedback and concerns about gender inequality. This can include using anonymous surveys or having one-on-one meetings. It’s important to handle any issues seriously and quickly, as this builds trust and shows that the company is committed to fairness and transparency.
Use Textmetrics to eliminate gender bias from the recruitment process
Gender bias is a pain in the ass. It’s a serious problem, because men are statistically more likely to get preferential treatment in the recruitment process. To be a successful company, you need both men and women in your workforce. If you fail to achieve this, you’ll NEVER be a diverse and inclusive company. But hey, listen, it’s your time to turn this around! Since gender bias starts as early as in the recruitment process, you should begin by tackling it right then and there.
Let’s battle for gender equality with the Textmetrics platform. It’s a great (or maybe even the very best) way to get started. You can use it to avoid gender bias in your job descriptions and write job descriptions with a gender-neutral tone of voice. These will appeal to BOTH men and women. As a result, women won’t feel excluded any longer, and the number of female hires in your company will go up. It’s an important first step toward eliminating gender bias from your workplace.
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FAQ
How does Textmetrics help combat gender bias in job descriptions?
Textmetrics identifies and highlights gendered language in job descriptions, such as words that traditionally appeal more to men or women (e.g., “dominant,” “confident”). It suggests neutral alternatives that attract a more diverse pool of candidates, helping ensure your job postings are inclusive and fair to all genders.
Can Textmetrics help increase the number of female applicants?
Yes, by removing biased language and using more inclusive wording, Textmetrics can make job descriptions more appealing to women. It ensures that the tone and qualifications listed in the job descriptions do not discourage women from applying, addressing the fact that women may apply only if they meet 100% of the qualifications, while men apply with just 60%.
What features does Textmetrics offer for reducing gender bias?
Textmetrics provides real-time text analysis, highlighting biased words and phrases and offering gender-neutral alternatives. It also gives suggestions for tone and readability, ensuring that the content is engaging and accessible to a diverse audience, ultimately supporting diversity and inclusion goals.