Unfortunately, it is really hard for the staff to discard their biased perception of female workers in my workplace. I am putting this conclusion at the very start to raise the attention of the unfair treatment toward women and to notice myself that there is still a long way to go and do not give up.
I was born in an Eastern country and raised up in the eastern culture. I always consider the women in Western countries have more opportunities to be themselves and much easier to achieve the higher level management. After reading Chapter 15, I was surprised by the number taken as examples to demonstrate the pervasive biased gender stereotype toward women in western countries. Therefore, I guess that since the topic of women in the leadership role is a worldwide issue remaining to be solved, I could get more information and find supportive ways to try to make a change in my organization and country.
Northouse (2016) mentions that the unfair treatment of female leaders “stems from the culturally defined role of women in society” (p. 410). I have a deep feeling about it for this is what I am facing everyday at my working place. For example, several days ago I mentioned in my office that I wanted to lose some weight by sensing that I was fat recently. The male staff in the office criticized that “Why bother, you are already a mom. Whom are you doing this for?” I felt more sad that even the female collogues were saying the same thing to me. It is not only due to the organizational culture, but also the culture of the whole society. In terms of the leader, there are approximately 70 leaders or managers in the organization with only three female leaders who are in the lower level of the management hierarchy. Based on this phenomenon and culture, the female workers are in the self-abandoned status and after years, they have become satisfied with this situation.
In order to foster recognition and the sense of belonging for women, this most important thing is to change the underlying basic assumptions against women in the organization. The underlying basic assumptions lie in the deepest core of the organizational culture (Cameron & Green, 2012).
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The underlying basic assumptions belong to the unconscious recognition of our brain. Hence, changing the assumptions requires being aware of the typical stereotype we have intrinsically. In order to be more effective, it is better for a leader in the organization to advocate and raise the attention of the unfair situation of women.
Second, the managers should build more teams for different work issue and involve more female in the teams. The sense of belonging means they feel “welcomed and valued as part of their workgroups and among their colleagues” (Nugent, Pollack, & Travis, 2016, p. 2). Therefore, based on the current situation in my organization that the females are self-abandoned, the most useful way is to give them more chances to work with other male staff by working in teams. Not only will the female staff gain more recognition through accomplishing the tasks and from others, but also the male staff could reassess the value of the women and change their stereotype towards female unconsciously.
Third, leaders and managers should hold more conferences for both male and female staff to communicate and exchange opinions and feelings. The lack of communication between different genders can only exacerbate the biased stereotype. And I believe that the biased stereotype is happening both ways. Only accusing male of being unfair to female might originate the impatient and resistant attitude of the men. Trying to comprehend the situation of both genders is the correct and effective way to reduce the biased stereotype. Sheryl Sandberg (TED, 2010) mentions that women also put a lot of pressure on men such as earn more money. Hearing that, I just thought maybe that was the root of the origination of the unbiased perspective. Women put pressure on men, and in turn, men add conditions to women. It is unfair for us to only focus on the women who want to achieve higher management level. What about a man who dislikes to go to work and just wants to stay at home, spends time with the children? I guess we are both being unjust. In order to bridge the gap, the communication should be sufficient and timely. Once we can understand the perspective held by another gender, we could be more supportive and welcome.
References
Cameron, E., & Green, M. (2012). Making Sense of Change Management (3rd edition ed.). New Delhi, India: Kogan Page Limited.
Northouse, P. G. (2016). Leadership: Theory and practice. Sage publications.
Nugent, J., Pollack, A. & D. Travis, (2016). The Day to day experiences of workplace inclusion and exclusion. Retrieved from http://www.catalyst.org/system/files/the_day_to_day_experiences_of_workplace_inclusion_and_exclusion.pdf
TED. (2010, December 21). Why we have too few women leaders | Sheryl Sandberg [Video file]. Retrieved from https://www.youtube.com/watch?v=18uDutylDa4
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