Most employers would say they work to actively reduce or eliminate gender bias in their organization and strive to hire, pay, and promote based on merit. And most of them would probably be accurate in terms of what they’re trying to do. But there are several ways gender bias can creep into an organization in unexpected places.
Here are a few:
- Job descriptions and posts may inadvertently use words that appeal more to one gender or another, creating a situation in which one gender is more likely to apply and thus more likely to get hired.
- Making assumptions without asking—even with the best of intentions—can have a discriminatory impact. Some examples:
- Assuming a new mother won’t want to take an assignment that requires travel may end up holding her back in her career—and that may not have been the choice she would have made.
- Assuming that parents won’t want to take on roles or projects that require more overtime (but also may be high profile or result in greater advancement opportunities).
- Be careful assigning miscellaneous tasks that are not part of an individual’s job description. For example, females are often asked to take on the responsibility of planning an office party or bringing refreshments. That not only is unfair but also can make the role seem less important in others’ eyes if it becomes the norm.
- Make sure to plan networking activities that appeal to everyone; otherwise, you’ll likely have a lopsided turnout.
These are just some examples of how bias can creep into the workplace unintentionally. Fortunately, there are several ways we can combat this: Continue reading here…
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Source: HR Daily Advisor