how does the gender bias affect when the women work outside of the home
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Assertive, confident, and dominant are just some of the characteristics associated with leadership, yet when we think of employees that have those traits, we generally tend to think of men. The reasoning is years of hardwiring from a biological and anthropological history of women playing the role of nurturing caregiver. And sure women work differently than men, leaning towards a more collaborative style, but how does gender bias really affect women in the workplace?
How Hirable Are Women Compared to Men?
Cornell University conducted a study testing gender bias in the hiring process. Researchers submitted 1,276 fake resume for real jobs listing equivalent education credential and work experience with varied details hinting at the candidate’s gender and whether or not they had children. The study found that companies found men with kids were most hirable than men and women without kids, and women with kids the least hirable. The finding implies that companies found men with children responsible and stable, but skeptical about a woman’s ability to juggle motherhood and a job.
Roles Women Play
Women’s role as the mother, housekeeper, and supporter has extended into the workplace. The gender stereotype of men being ambitious and assertive and women as supportive and nurturing has shaped what is expected of women.
In Sheryl Sandberg’s New York Times article, “Madam CEO, Get Me a Coffee,” she dissects the role of women as the helper in the office. Women will offer help more often in a communal setting making it easy for their contributions to disappear. In a study by New York University psychologist, Madeline Heilman, participants evaluated the performance of male and female employees who did or did not stay late to help their colleagues. After offering identical help, a man’s offer to help was rated 14% more favorable than a woman’s and conversely, when both men and women declined to help, the woman was rated 12% lower than that of a man’s.
The role of office helper seeps into tasks such as note taking, fetching coffee, mentoring young workers, or cleaning and organizing the office. Such role relegations stick women in a rut, often supporting C-level suites executives, difficult to rise above their delegated roles and be considered for promotions.