2nd Generation Gender Bias & What to Do About It

The days of the TV show “Mad Men”, which describes the sexist office culture of Madison Avenue in the 1960’s, are over – or are they?  Overt gender discrimination is now illegal and increasingly uncommon.  Today, unconscious gender bias is pervasive and embedded in the systems, structures and cultures of most of our organizations.  Researchers call this second generation gender bias, and it operates unseen, beneath the consciousness of both men and women.  This bias creates the glass ceiling, the mysterious barrier that denies women access to top levels of management.

Although women’s representation has increased in all aspects of society since the 1960’s, the advance toward gender parity has slowed in recent years.  As the following graph shows, women hold over half of the professional-level jobs in Fortune 500 companies, but their representation in leadership roles lags significantly.

Catalyst. Pyramid: Women in S&P 500 Companies. New York: Catalyst, April 3, 2015.

So if you are a man and are wondering how this affects you, hear this: The unfortunate truth about this gender gap is that it is BAD for business.  It[K1]  has been shown in numerous studies that when women represent a third or more of leadership positions, a company’s financial results improve, as measured by greater profits and higher shareholder value.  This is referred to as the “30% Solution”, or the threshold at which women’s participation in business, government or non-profit leadership can make a positive difference.  In addition to financial results, the 30% Solution increases flexibility in management approaches and contributes to broader definitions of success.

So what’s to be done about this sad state of affairs?  I recommend three levels of action: First, at the individual level, then the organizational level and finally the societal level.  Let’s examine each of these in turn:

The Individual Opportunities

• Communicate decisively
  

State your opinions without qualifications such as “Well, perhaps…” or “I don’t know, but you might consider…”  Speak loudly and boldly.

• Toot your own horn
  

Present a weekly report of your accomplishments to your boss.  Share with your boss and others compliments that you receive about your work. 

• Steal back your ideas

Women often perceive that their ideas are not taken seriously until a man suggests, or steals, it.  Speak up immediately, saying something like, “Yes, I originally proposed that idea, and I’m glad to see that’s gaining traction.”

• Set boundaries & ask for what you want
  

Saying no to a boss can be tricky.  Start with “Yes, boss, I can do that.  And what do you suggest I take off my to-do list in order to complete it?”  Ask for additional headcount to help.

• Learn to negotiate well
  

Men always negotiate a job offer, even if it is only for perks such as vacation days.   Women seldom negotiate, thinking they are lucky to get what was offered.  Research what you are worth and learn the best ways to ask for it.

• Get a coach to discern your purpose, values & strengths and what’s holding you back
  

Defining your unique purpose & values helps you stay true to what’s important in your life.  It gives meaning to the work that you do.  Hire a coach to help you discover your uniqueness in the workplace.

• Create a posse of mutual supporters at work, both male and female
  

Gather a small group of peers that agree to speak up for and compliment the work of the members of the group.  Additionally, use this group to brainstorm solutions to problems and, when necessary, gripe with.

• Ask for more help at home
  

Request more help with housework and child care duties from your partner, or hire it.

The Organizational Opportunities

• Advocate for gender bias training in your organization
  

Educating employees about male privilege can be eye opening to both sexes.  

• Advocate an audit of HR practices for bias and revise policies accordingly
  

What HR practices at your company are biased against women?  Are there requirements for advancement, such as international experience, that exclude many women?  Do requirements for promotion to executive jobs reflect the exact background of the white males that currently hold them?

• Advocate for a culture audit
  

A culture audit will examine the operational values at your company.  Many limiting values, such as competition and silo mentality, create a workplace that is uncomfortable for most people of both genders, but may contribute to high attrition of talented women.  

• Start a women’s Special Interest Group at your workplace
  

Create a women’s group that meets regularly to discuss best practices in solving issues in the workplace and supports each other.  Many of my clients report that such groups are like “home” for them, in that they can speak freely and feel comfortable.

• Advocate for women’s leadership training
  

Leadership training for women has resulted in higher levels of retention of and more promotions for high potential female workers.

The Societal Opportunities

• Raise your children well
  

Both boys and girls can be encouraged to fulfill their God-given potential, without gender bias.  Teach boys to be respectful of all people; Teach girls that they can achieve whatever they want.

• Support women business owners
  

Frequent women-owned businesses in your community.  

• Support women political candidates and women clergy
  

Women matter in politics and religion.  Help your favorite woman candidate or clergy person with your vote, your money and/or your time.

• Work against human trafficking
  

Educate yourself about human trafficking, which predominantly victimizes young girls.

• Start your own company
  

Dream big dreams for your own company.  Create a company culture that values women’s contributions and makes it a woman-friendly atmosphere.  All your employees will benefit, along with the company itself.

Kristin Robertson, President of Brio Leadership, is available to speak to your professional group.  Please contact her at 817-577-7030 or kristin@brioleadership.com.

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​Kristin Robertson, CEO of Brio Leadership, is dedicated to increasing the number of employees who are excited to go to work on Monday mornings.  Services include executive coaching, leadership development classes and company culture consulting.  Don’t forget to get a copy of Kristin Robertson’s new book, Your Company Culture Ecosystem, available on Amazon.
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