Women are more susceptible to workplace hardships because of the attitudinal and structural factors that have impacted modern workplaces. This is due to sexism. Sexism is a form of gender inequality that is based on stereotyping and discrimination against women based upon their sex. Women’s career choices have been influenced by sexism. Women’s rights movements at all levels have led to the integration and empowerment of women, as well as a reduction in discrimination. Modern workplaces are influenced in part by gender role stereotyping and the concept and practice of motherhood as caregivers. To eliminate sexism, it is important to educate employees about feminism.
Modern workplace sexism manifests itself in subtler, less harmful beliefs that include denial of discrimination against women and their demands for equality. Individuals believe that discrimination against women is not happening today, while discriminatory and unfair behavior towards women is practiced by those who claim such beliefs. In order to make women feel unfair, they are offered special economic favors and demands (quid proquo). Discriminators believe that women are not being treated equally in modern society, where both sexes have equal opportunities to compete. They suggest that they should be given economic special favors or demands (quid pro quo). Research shows that building positive relationships at work can directly lead to career satisfaction, such as better pay, promotions and higher earnings. This is possible by providing work-related information and advice. The social bonds that workers build between themselves and their colleagues are strengthened when they seek information and advice. This encourages them to form social relationships. Modern sexists also believe that male colleagues are better at obtaining advice than their female counterparts. The key factor that determines whether you reach the top of the management ranks is your workplace relationships. Research suggests that human capital can be defined as social relationships. This is because they are important in career advancement. It is especially beneficial when you have social connections with those who have more power, knowledge or influence. This is evident from the evidence that men hold these powerful positions. Mentorships and advice seeking are two ways to enhance these positions. The status of mentors is given to the people considered mentors. Mentors are people who work with men and provide advice to their employees. This is because men mentor more effectively than women mentors. Research suggests that the notion of workplace sexism is due to the human resource department. They are responsible for selection, succession and training as well as performance evaluation. Some human resource policies were biased against women, in particular. Human resource departments can be seen to display sexism in different aspects of their functions, although it may not be intentional, especially when performing evaluations. These evaluations are used to determine organizational rewards for employees, including compensation and punishments. This function uses a system that favors women over men. Face time is one of many performance metrics. It rewards employees who spend more time at their office than the rest. Women who work flexible hours are more likely to be penalized because they have less face time than men due to their primary caregiver role. This criterion might be biased. Human resources policies in performance evaluations could give rise to the notion that sexism. Personally, the human resources department can influence the notion of sexism toward women. The function of human resources refers to decision-making, which includes evaluating an individual’s potential and deservingness. This functionality is susceptible to social cognition.
Meta-analysis reveals that women are not considered for employment after being evaluated negatively. This is because human resource personnel believe they aren’t qualified for the job. While the department is skeptical of women’s abilities in male-typed jobs, it gives men the benefit. This discrimination in job selection leads to the notion of workplace sexism. Motherhood is one of most prominent examples of workplace sexism. This aspect also applies to human resource departments within an organization. According to reports, the human resource department is less likely than others to recommend pregnant women to employees when they are hiring. Research shows that mothers are less likely than men to recommend them for promotion (Verniers and Vala, 2018). This discrimination is based on the stereotype that mothers with children are less competent and more likely to be absent from work. This concept has been used to discriminate against mothers. Many managers who favor sexism are using the notion that motherhood to justify gender biases in the workplace. They offer women less training opportunities and challenge roles that might encourage their growth.
Sexism has made women perceive themselves as both receivers and recipients. This affects women’s work hours and forces them to work part time. Research shows that only 44 percent are full-time, while 70 percent of all workers in part-time jobs are made up of women (Stamarski & Son Hing 2015. Part-time work is influenced in part by the notion of family. Women act as caregivers for their families. Women work to provide for their families while men work to earn their payback. Women often have to choose where to spend their time, whether it is on their families or the hours they work. Managers consider these women incompetent for certain jobs that require concentration (Elwer and al., 2013). Part-time employees are seen as being more concerned with their families and are therefore not given the opportunity to grow in their job. In today’s workplace, gender stereotyping is common. This can be seen in the way that activities are allocated within an organization by gender labeling. It fosters sexism. While women are considered gentle and sensitive, men are aggressive and more masculine. This stereotype was applied in the workplace. Women are given lower-paying and more stressful jobs while men are given jobs that are masculine. Men are perceived to be more confident than women when they are encouraged to be bold. Expressions like “man-up” are considered normal. Women are perceived as weaker than men because they are advised to be more feminine in handling workplace situations.
Some workplace policies encourage sexism. These policies make it easier for employees and their families to fulfill their responsibilities and obligations while still maintaining their job connection. Family and Medical Leave Act is an example of one such policy. This law gives employees twelve weeks’ unpaid leave in order to care and support a spouse, child or newborn. These policies have more exclusions for women than those that apply to men. Barnett, 2015 states that the policy for family and medical time requires employees to have worked at the least 1250 hour in the year preceding leave. This exclusion is enough to eliminate the policy’s effectiveness for 70 percent of part-time female workers. This policy and others renders most women ineligible when they are on leave. These women must find a new job once they have fulfilled their caretaker duties. Gender microaggression can contribute to workplace sexism. Although they may seem harmless, microaggressions include micro-insults. These microaggressions often target women. Motherhood is often considered the driving factor. They might make fun of their colleagues for being too feminine or masculine in their clothes. Their coworkers tend to be more interested in a woman’s body than what she has to say. It is more common to make comments on a woman’s body and shape than about her competence and skill. While this may seem insignificant, it can have a significant impact on fostering sexism. The stereotyped view of women will be reinforced by a narrow set of expectations that they must fulfill to make them feel like men.
Feminism plays an important role in eliminating sexism at work. Feminism advocates equality for all genders and endorses women’s rights. Feminism is a collection of campaigns and political organizations that are aimed at reforming the gender inequality and sexism. Feminism was born out of women’s rebellion against the unfair treatment they received during medieval times. It began as a suffrage movement, but grew into a movement fighting for gender equality. It is common for people to claim that they are feminists, but still treat women unfairly. Ironically, these people don’t understand feminism. The majority of these people believed that feminists are those who give women more respect than men. However, this idea is incorrect and could be considered sexism in some cases. Feminism is a system that ensures equal treatment for all genders. Both are provided with equal chances and equal fighting ground in the areas they specialize in. The human resources department should take responsibility for eliminating workplace sexism. Human resource departments have many initiatives to alter the workforce composition. When fulfilling its duties, this department should be mindful of gender equality. They should not dismiss women because of their beliefs or stereotypes. Diversifying human resources personnel could eliminate this. To avoid biases against each group, the organization must have equal numbers of women and men in higher management positions. Diversification shouldn’t stop with gender specifications.
Human resources should hold their employees accountable for all of their decisions in order to prevent sexism. The report can be used as a reporting tool. Barnett, 2015 states that a department should give a written explanation of why it has dismissed a qualified candidate to fill a job. Performance evaluations should include a rational and valid explanation of any punishment given to any individual, woman or man. This would prevent them from being biased in making decisions that can lead to sexism and promote fairness. The empowerment of female employees is another initiative that promotes cultural change to eliminate sexism. Promotional opportunities could be offered to empower women. Promotions directed at a particular woman will encourage the women to work harder and reach the same level in competence as the woman receiving the promotion. Women-led mentorship programs could be launched by the organization for other female employees. Through the advice-seeking model, mentorship programs would allow women to build social relationships at work. This would provide them with the opportunity to rise in the organization’s ranks.
The organization could act to end gender stereotyping or gender labeling. Acceptance that there is sexism within the organization is the first step to taking this action. All jobs should be gender-neutral and should not be classified as’male jobs’ or ‘female job’. Human resource departments should not hire women just because they are considered masculine, but rather look for qualified candidates (Elwer et. al., 2013). Managers should make sure that all activities are shared equally by both men and women. Each gender should be given a chance to clean the office or buy lunch for everyone. All participants in meetings should have a chance to rotate the roles of chairperson and note-taker. The organization could benefit from educating its personnel about sexism. The reality of sexism is often not understood by the majority of the employees. Although they know that sexism refers to the unjust treatment of women, they don’t fully grasp the concept. Microaggressions are often interpreted as funny by people who think the jokes are innocent. They are ignorant about sexism. Therefore, the organization must take initiative and offer an opportunity for employees to learn more about this topic. Women’s voices could be valued by the organization. Women are often dismissed and ignored by the organization. It is important that the organization listens to all suggestions from women and considers them carefully. This would encourage respect for women and allow everyone to voice their opinions. Respect would shift attention away from women’s appearances to their abilities. The intelligence of women who have been employed by the organization might be revealed if they listen to them. The organization’s managers could make sure that they have conversations with women in their workplace about content and ability, not about appearances.
The belief that sexism exists in modern society is a constant reality in an era where feminist movements have led to many gender equality movements. Ironically, these sexists believe that sexism directed at women is their fault because they were given a non-sexist field in which to compete. It is clear that feminist movements have much to work on before reaching their 50-50 goal. While the movements have been a key part in raising awareness about sexism at work, it is not enough. Organizations and women will still play the main role. Only these women are able to ensure that they have equal opportunity with men within their organization and can push for changes. To achieve the 50-50 target, women need first to acknowledge that their workplaces are biased. Women must then embrace their femininity and take the opportunity to make a positive difference. Women will soon have equal rights and equality in the workplace if they are empowered to speak up.