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How to call out and correct gender bias at work

(ENTREPRENEUR) Gender bias is one of the many bias that are still too common in the workplace. Make work a productive place with these tips.

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Bias in the workplace

Being a working woman isn’t easy. As evidenced by the recent scandals at Uber and Fox News, sexual harassment is still rampant in many workplaces, revealing company cultures that treat women as entertainment accessories rather than equal players.

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Although less invasive, gender biases and stereotypes are foundational to a sexist culture that makes such harassment possible – a culture that insists that women are less valuable and less intelligent than men.

Contributing to the ceiling

Deb Liu, vice president of platform and marketplace at Facebook, points out that gender stereotypes are more than just a nuisance – they actually limit what women can achieve in their careers.

Studies show that women who belong to a parent-teacher association are 79 percent less likely to be hired.

They will be offered a significantly smaller salary, because recruiters question their commitment to their career. While it may be legitimate to question a candidate’s work-home balance, male candidates with children are not penalized in the same way as women.

The golden question

Fortune.com asked Liu “How can women respond to gender stereotyping at work?” Liu encourages readers to call out gender stereotypes when you hear them, pointing out that “Each time we let stereotyping go by without calling it out we… tacitly agree that stereotyping is okay. These missed opportunities allow gender stereotyping to persist.”

But how do you call it out?

It’s especially difficult to call out gender stereotypes because you might just get stereotyped again. If you respond with hurt or offense, you may be told that you are being too emotional, oversensitive, or hysterical, or you might get a reputation as the one who always pulls the “gender card.”

While Liu recommends calling out gender stereotypes, her method may work for some better than her others.

The examples she gave were fairly straightforward. For example, when a male coworker described a female job candidate as “too bossy,” Liu responded, “Please don’t say that. You wouldn’t use that term to describe a male candidate.”

Liu’s response does two things.

First of all, it sets up a boundary of acceptable behavior. Setting a firm boundary can be particularly helpful if you don’t have the time or emotional energy to help someone unpack their bias. Simply saying “I don’t care for that type of language, please don’t use it around me,” may not cause the person to magically transform their bias, but it will give them something to think about, and will remove the offending behavior from your immediate vicinity.

Pointing out how a word or stereotype would be applied differently to a man is also helpful. The Family Circle First Lady Cookie Contest apparently seemed like a cute idea for many years, until Hilary Clinton ran for office. The idea that a “first husband” would bake cookies to help his wife’s campaign seemed embarrassing – which illuminated how absurd the entire concept was in the first place.

What worked well for Liu is these call-outs, because her coworkers were willing to examine their language and then clarify more specifically what they really meant. A coworker who described Liu’s meetings with the loaded term “gossipy” was forced to get specific and point out that the chatty, casual atmosphere of the meetings didn’t suit him.

Asking someone directly “what did you mean by that?” can be a powerful way to call out a stereotype.

If you simply label the person as sexist, they may go on the defensive. Asking what they meant gives the person the benefit of the doubt that they may not have meant to put down someone, while also subtly but directly challenging them to explain their meaning in a thoughtful way. If they are simply being biased, they’ll probably stutter and mumble and realize their embarrassing mistake. If they didn’t really mean to be sexist, they’ll be encouraged to find a way to say what they meant that doesn’t rely on a gender stereotype.

As Liu explains, “Making implicit gender stereotypes explicit and openly confronting them… pushes us to challenge those notions, which ultimately benefits us all.”

Taking this strategy one step further

Liu makes some great suggestions, and I’d like to add my own – and remind readers that these strategies work for gender biases (both men and women), but could also be applied to stereotypes about race, sexual orientation, or other identity factors.

One strategy is to recast the offensive comment in the light of the person’s more positive values or behavior.

For example, I might say, “Kristen, I’ve always noticed how respectfully you treat the men in the office. So I’m surprised to hear you use such a loaded term to describe Jason.” Once again, you reduce the likelihood that the person becomes defensive by assuming (or at least pretending to assume) that they didn’t mean to be sexist. This strategy helps close the cognitive gap in people who think of themselves as open-minded and fair, but still unconsciously exhibit bias.

If you can afford the emotional vulnerability, it can sometimes be helpful to respond by expressing your feelings.

This strategy works best with people who already respect you and care about how you feel. Point out how stereotypes about women, even when applied to someone else, make a hostile work environment for you. For example, at a past job, when we hired an older woman to join our team, I heard a man jokingly ask, “whose grandma is that?” I let him know that while his joke may have seemed innocent, it made me nervous to wonder if I would feel out of place or lose the respect of my coworkers as I aged. When he thought about me, someone he respected, being the butt of such a joke, he realized his error and apologized.

Besides learning the delicate art of calling out bias, we need to also train ourselves to receive such feedback well, in whatever form it comes.

Requiring women to not only process stereotypes, but to do so calmly, eloquently, and effectively, and then to deal with the backlash, is a lot to ask (especially after being told to be calm and sit down for so many generations).

Hearing a gender stereotype can be a truly demoralizing experience. Have compassion for the fact that a coworker may feel vulnerable, hurt, angered, or frightened, so their response may not always be graceful, be they male or female.

Practice makes habits. Make good habits

Whatever your strategy, don’t give up! Bias is everywhere, so you’ll have lots of opportunities to practice. It’s an unfortunate burden that women have to carry, but a necessary one.

Only by calling out stereotypes when we see them can we begin to challenge these unconscious biases and create a more equal workplace.

#DownWithBias

Ellen Vessels, a Staff Writer at The American Genius, is respected for their wide range of work, with a focus on generational marketing and business trends. Ellen is also a performance artist when not writing, and has a passion for sustainability, social justice, and the arts.

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2 Comments

2 Comments

  1. Paula Kramer

    May 13, 2017 at 7:57 am

    I’m calling out inequality between women.

    Everyone seems to be ignoring the two most basic issues in feminism. First, feminist leaders are creating inequality between women. Second, feminist followers are choosing to live with inequality between women.

    The National Organization for Women (NOW) is going full steam ahead in creating inequality for its own members. NOW is denying voting rights to its own members. This is an election year for NOW’s president and vice-president. Members can vote only if they attend the national conference in July. NOW leaders chose Orlando, Florida in the middle of the Florida peninsula for this election conference. Orlando is about as far away from the rest of the country as is possible to get. No absentee voting. No voting through chapters. No voting for members who do not have the money, transportation, time, or substitute care for children, parents, and/or spouses to attend the conference.

    What’s even more frightening is that NOW members choose inequality for themselves by making choices similar to the choices Trump supporters make. They keep choosing to let elitist leaders create inequality for them and between them.

    Why are NOW members making choices that are similar to the choices Trump supporters make? Trump supporters chose a president who plans to take basic necessities away from them. NOW members chose an organization that takes voting rights away from them. Why? Self-sacrifice for the greater good? Their self-sacrifice benefits elitist leaders, but neither Trump supporters nor NOW members see that. If Trump supporters are unintelligent, what does that make NOW members?

    Elitist leaders work for their own interests, no matter what they promise to do or whom they make promises to. How many other feminists are making choices that support elitist leaders?

  2. Pingback: Kutcher's plans to discuss equality backfires in giant proportions - The American Genius

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Performance improvement through self-talk

(ENTREPRENEUR) Speaking to others can be scary, but speaking to yourself is normal and can actually improve your speech performance overall

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Do you talk to yourself? Don’t worry, this is a no-judgment zone. I probably talk to myself more than I talk to other people – especially when considering the inner monologue.

I once read that people who talk to themselves are likely to be more intelligent. Whether or not this is factual I don’t know, but I do know that it’s important that you’re smart about the way you talk to yourself.

I’m a fairly self-deprecating person, so when I’m talking to myself about myself, it’s usually some sort of insult. About a year or so ago, I realized how often I was doing this, and made a conscious effort to be a little bit nicer. In that time, my mood has been a bit more positive.

This experience fits well into the research efforts of psychologist Ethan Kross who has examined the differences in life success based off of how people talk to themselves. “Talk to yourself with the pronoun I, for instance, and you’re likely to fluster and perform poorly in stressful circumstances,” said Kross. “Address yourself by your name and your chances of acing a host of tasks, from speech making to self-advocacy, suddenly soar.”

This can be simplified as, talk to yourself the way you would (or maybe, should) talk to someone else, and respond in the way you would want them to respond. Treat with kindness, receive kindness back – as a result, things are more cohesive, copacetic, and successful.

After working with participants in his study, Kross found a number of performance benefits to this self-talk method, including: better performance, higher well-being, and greater wisdom.

With better performance, judges were used to listen to five-minute speeches prepared by participants about why they should be hired for their dream job. Half of the participants used “I” statements, while the other half referred to themselves by their own name. The judges found that the latter half performed better, and were found to have experienced less depression and felt less shame.

With higher well-being, Jason Moser, a neuroscientist and clinical psychologist, measured electrical activity in the brain during participants’ usage of the different types of self-talk. During stressful situations, those who used their names instead of personal pronouns were found to have a significant decrease in anxiety levels, which positively correlated with a major decrease in energy use by the frontal lobe (talk about a win, win!)

With greater wisdom, the research found that people who use their names instead of pronouns are able to think things through more wisely and more rational and balanced way. “The psychologically distanced perspective allowed people to transcend their egocentric viewpoints and take the big picture into account,” Kross said of this piece of the research.

Well, Taylor is now ready to wrap up this article, and she hopes that you’ll give name-first self-talk a try, as The American Genius only wants what is best for their readers! Additionally, encourage people around you and those on your team to give this self-talk, first name idea a try – circle back after a week of trying it and share the results.

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Business Entrepreneur

How freelancers can keep the peace with difficult clients

(ENTREPRENEUR) Freelancers are in a tight spot – keeping customers happy pays the bills, even when they’re impossibly difficult. Let’s discuss how to overcome this tremendous challenge.

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Freelancers have a myriad of benefits, but one distinct drawback is that there isn’t always a team to back you up if you find yourself working with a particularly nasty client. It’s especially important to keep clients — no matter how insufferable they may be — in good moods, so here are a few tips on keeping the peace with your most annoying customers.

It’s worth noting that you can often mitigate a large amount of potential misunderstandings — and thus, nastiness — by being clear with your intentions, terms, and rules up front and over-communicating at all times. A common issue for beginning freelancers is a tendency to settle on less-than-optimal terms for fear of losing a potential customer. A piece of advice – if they’re not willing to pay you what you’re worth now, they never will be.

It also helps to keep in mind that most obstinate clients are simply control-freaks who have found themselves outside of their comfort zones. Knowing that you aren’t dealing with inherently bad people can be the difference between snapping and having more patience.

Once you’ve established that your client is causing you substantial enough discomfort that their behavior is no longer acceptable, your first step should be to communicate to them the specifics of your problem. If possible, do this in writing – promises made via email tend to reinforce accountability better than phone calls.

Freelancers should also avoid using any additional stipulations or rewards for getting clients to cooperate. As long as they’re the one failing to hold up their end of the bargain, they should be the one to pick up the slack — don’t do their work for them (or, if you do, make sure you charge them for it).

Again, the majority of client-freelancer issues can be boiled down to miscommunication and shaky terms, so address all issues as quickly as possible to avoid similar problems in the future. And as previously stated, over-communicate at all times.

Of course, keeping the peace is only viable up to a certain point of abuse.

If your client doesn’t pay you by the agreed-upon due date, continuously disrespects you and/or your team, or keeps changing the terms of your agreement, you reserve the right to set the client straight, threaten to take them to small-claims court, or — if you haven’t initiated the work for your end of the deal — terminate the contract.

Remember, freelancers don’t owe inconsiderate customers the time of day, and for every non-paying customer with whom you waste your time, you’re missing out on a paid, legitimate opportunity.

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Business Entrepreneur

Is the best time to relocate your business before, during, or after the holidays?

(ENTREPRENEUR NEWS) If your business has outgrown its current space, it may feel like there’s never a good time to relocate. When can you pack everything up without disrupting operations, going offline, and sinking your sales?

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If your business has outgrown its current space, it may feel like there’s never a good time to relocate. When can you pack everything up without disrupting operations, going offline, and sinking your sales? The answer may be during that post-holiday slump.

Though the holiday season is marked by increased shopping and general economic activity during the run-up, once the holiday season actually begins, we tend to see a slowdown that leads to low first quarter profits. Decreased profits during this period don’t mean we’re looking at an overall economic slump, but rather that everyone is recuperating from holiday spending sprees, while companies assess and prepare to launch their start-of-year marketing strategies. It’s a time of renewal and reconsideration, from an economic perspective.

If you’re thinking about staging a move for your business this holiday season, you’re on track for decreased business disruptions, but that doesn’t mean you have an easy road ahead of you. Here’s what you need to know to execute the move smoothly.

Have A loose timeline

One of the most challenging things about planning a business move is that it can be hard to predict how long it will take to properly execute your move. That means, even if you tell your customers you’re relocating, you shouldn’t expect to give them a hard re-opening date. Rather, the length of time it takes to move tends to hinge on a number of factors, including distance, size of your business, infrastructure issues, and regulatory concerns, not all of which are easily predictable.

You’ll also want to leave some buffer time when planning your move because you can’t predict problems that might arise with the moving company. Bad weather or a broken down truck can delay a move, especially if you’re working with a small company. Moving companies may also offer you a lower rate if you’re flexible with your move dates.

Consider your employees

Another question you’ll want to ask before moving is, “Where are my employees in all this?” Some companies firmly believe in giving employees holidays off, even if it means closing a profitable business like a restaurant during an otherwise profitable time. Other companies, however, typically assume employees will be in the office during or immediately after major holidays.

Regardless of your usual philosophy, you need to determine what role your employees will play in your move.

While they shouldn’t be responsible for the physical process of moving, do you expect them to participate in packing and setting up the new location? You should be clear about your expectations while recognizing that moving is outside the scope of typical job duties. You also will need to budget to pay your employees during this downtime while also financing the move, even though you won’t be bringing in a profit.

Mind the locals

If you’re primarily an online business, you may not have to worry about how your move will impact customers – other than some downtime, these individuals will be minimally affected. However, for businesses that run a brick and mortar storefront, changing locations can have implications for your community relationships.

If you move outside your original area, for example, you may lose customer goodwill or even sacrifice some of your customer base altogether. Depending on the service you provide, they may come back, or they may find another option closer to home.

The holidays are a busy time in general, but they’re an unusual time for businesses since economically it’s the pre-holiday period that’s actually the most hectic. Take advantage of this imbalance to move your business with the least fuss during the last few days of the year or at the start of the first quarter. You’ll be pleased to find how smoothly a company move goes when customers are otherwise occupied.

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