In certain industries and companies, there are still subtle judgments about women in their 20s or 30s. Given the recent wave of horrifying allegations of harassment and assault in the workplace, issues of pay and promotion can seem less critical or urgent. These findings track with existing research that shows that despite educational gains, black women are rarely found in the upper echelons of company management, and still struggle to overcome stereotypes that paint them as aggressive or difficult to work with.
Some managers and supervisors make unfair and baseless assumptions that young women in their child-bearing years cannot possibly be committed to their careers because they must intend to have children and focus their time and attention on raising their families.
Be conscious of this subtle bias, and coach your managers and supervisors that assumptions about employees of either sex will not be tolerated. More than half 53 percent of black women surveyed by Pew said that they had experienced some form of gender-based discrimination at work, significantly more than the 40 percent of white and Hispanic women who reported issues with discrimination.
We want to hear what you think about this article. Be conscious of how your company's leaders may be judging women and holding them to different standards based on their emotional makeup, rather than on their ability to effectively do the job.
Be conscious of this subtle bias, and coach your managers and supervisors that assumptions about employees of either sex will not be tolerated. Instead, managers might ignore the input of a woman or praise the eloquence of a black employee.
If it is so difficult to identify and assess subtle bias, what can managers and organizations do? For example, structured interviews e. Is it because she is a woman? Highly educated women are also more likely to see a bigger difference between their own incomes and that of their male colleagues.
Given the recent wave of horrifying allegations of harassment and assault in the workplace, issues of pay and promotion can seem less critical or urgent.
About a quarter of the women surveyed answered yes to each of those questions. This rumination, the longer it continues, can be significantly depleting to cognitive and emotional resources. To protect your employees - and your company - from risk, your anti-discrimination policies and training should recognize and address both obvious and more subtle types of sexism and gender-discriminatory behavior.
Related Topics:. We carefully coded the nature of discrimination that was reported subtle or overt in 90 separate samples.