Why Your Company Might Be Stuck in the 1950s When It Comes to Gender Parity

Despite advancements in gender parity in recent years, many companies are still stuck within the confines of antiquated practices from the 1950s. These companies persist in clinging to traditions and beliefs that are seemingly frozen in time. They are reluctant to adapt to the evolving landscape of gender parity, a non-negotiable imperative in today’s world.

According to the Women, Business and the Law 2022 report, 178 countries maintain legal barriers that prevent women’s full economic participation.

To understand the struggle for gender equity, we need to examine the factors that perpetuate this regressive status quo. In this blog, we will explore why some organizations seem stuck in the 1950s regarding gender parity. We will also shed light on the persistent gender bias and offer insights on how to break free from these constraints.

The Illusion of Gender Parity in the Modern Workplace

For many companies, the progress in gender parity is just an illusion. They may boast about their equal opportunity policies and the number of women in leadership roles. However, a closer examination of their practices reveals a different reality.

This gap between perception and truth stems from several factors such as superficial changes, unequal pay, and concepts such as the glass ceiling. 

Superficial Changes: Some companies use token gestures to show gender equality, such as appointing a few women to prominent roles or delivering diversity and inclusion training programs. However, such actions are more about optics and fall short of addressing the gender bias in the organization’s culture.

Unequal Pay: The persistence of gender pay gap exacerbates gender parity. When women earn less than their male counterparts for equivalent work, it contributes to the perpetuation of traditional gender roles. It further discourages them from pursuing careers with the same vigor as their male counterparts.

Glass Ceilings: The glass ceiling refers to the invisible barrier of gender bias that hinders women from reaching the highest leadership roles. While women may be well-represented in middle management, they are still conspicuously kept away from top executive positions.

To make meaningful progress in gender parity, companies must move beyond token gestures and address these deeply ingrained issues head-on. Only by tackling the root cause, i.e., gender bias, can organizations foster workplaces where all individuals have equal opportunities.

The Silent Saboteur Known as Gender Bias

Unconscious gender bias plays a significant role in preventing companies from achieving gender parity. These biases are often rooted in traditional gender roles and stereotypes. Furthermore, unconscious gender biases operate on a subconscious level, leading to unintentional discrimination. These biases manifest in various ways, from preferring male candidates during the hiring process to unconsciously assessing women’s performance less favorably. Gender biases also perpetuate gender stereotyping, such as the belief that women make better secretaries than executives.

Hiring Practices: Gender bias in recruitment leads to the preference of candidates who align with traditional male stereotypes, which emphasize qualities like assertiveness. This results in women being overlooked, especially in leadership positions, despite possessing remarkable skills, experience, and qualifications. 

Performance Evaluations: Gender bias can cause managers to rate male employees more favorably than female employees, even if they demonstrate equal performance. This skewed evaluation process can perpetuate gender parity as women may be overlooked for opportunities they rightfully deserve.

Workplace Culture: A culture that tacitly supports traditional gender roles can create a hostile environment for women. This hostile environment manifests as unequal treatment, limited opportunities for professional growth, and the prevalence of gender-based stereotypes. In extreme cases, it may cause talented women to quit the organization.

To forge a path towards genuine gender parity, companies must prioritize proactive measures. This entails investing in comprehensive training and awareness programs designed to combat gender bias at every level of the organization.

Embracing Change for Gender Parity

Breaking free from the antiquated mindset against gender parity requires a resolve to implement transformative changes that uphold inclusive principles. To do this, organizations need to adopt actionable steps that dismantle outdated gender norms.

Roadmap to Gender Equity

True inclusivity in the workplace can only be achieved through gender equality, as both concepts are intertwined and mutually reinforcing. Achieving gender parity in the workplace is not just about meeting quotas or making superficial changes. It requires a deep-seated commitment to addressing unconscious bias, fostering diversity, and challenging traditional gender roles. Companies that remain stuck in the 1950s when it comes to gender parity risk falling behind in an increasingly diverse and inclusive world. Embracing change and promoting gender equality isn’t just a matter of progress; it’s a matter of survival in the modern business landscape.

To equip your team with the knowledge and skills to break barriers, shatter glass ceilings, and create a more equitable workplace, consider leveraging the following training courses offered by The Inclusive Dojo. These courses are designed to give an in-depth look at different aspects of Gender Equality in the workplace.

Gender Equality in the Workplace: General Awareness

Gender Equality in the Workplace: Women’s Health Sensitivity