Gender Discrimination in the Workplace: How to Reduce It

Gender discrimination in the workplace persists as a significant challenge, manifesting in various forms that undermine equal opportunities and fair treatment based on gender identity or sexual orientation. Instances range from unequal pay for equal work to barriers in career advancement and pervasive harassment. Moreover, intersectional discrimination compounds these challenges, where gender bias intersects with factors like race or ethnicity, exacerbating inequities. Addressing these issues requires proactive measures to foster inclusivity and ensure that every employee feels valued and respected.

What is Gender Discrimination in the Workplace?

Gender discrimination in the workplace refers to the unfair treatment of individuals based on their gender identity or sexual orientation. This discrimination can manifest in several ways, such as disparities in pay and promotions between men and women who perform the same job, or harassment targeting individuals because of their gender. It not only affects career opportunities and financial well-being but also creates a hostile work environment that undermines productivity and morale. Addressing gender discrimination involves implementing policies and practices that promote equality, respect diversity, and empower all employees to thrive without fear of bias or prejudice.

Examples of Gender Discrimination in the Workplace

Unchecked gender discrimination in the workplace creates a hostile work environment for many individuals. While it is impossible to enumerate all the possible forms of gender discrimination, the list below will give you an idea of its many, constantly evolving forms.

Qualified applicants not being hired due to gender bias
Systematically seeking men for higher-paying jobs
Employees are paid less for doing the same job as an equally qualified person of a different gender. For example, a man getting paid more than a woman
Individuals being held to higher performance standards based on their gender
Requiring people's appearance or behavior to conform to traditional gender norms. For instance, labeling assertive women as “aggressive” while describing assertive men as “strong leaders” in performance evaluations. Another example is expecting women to wear makeup to be considered “professional”
Denying opportunities such as raises, promotions, training, and leadership programs to people based on gender, while offering them to equally qualified employees of another gender
Taking disciplinary action against individuals of a certain gender, while those of another gender are not disciplined for the same behavior
Verbal abuse and hostile remarks related to gender
Refusing to hire or promote a woman because she is pregnant
Sexual Harassment: Subjecting employees to unwanted sexual advances, requests for sexual favors, and comments of a sexual nature. Women have traditionally been the primary targets of sexual harassment

How to Reduce Gender Discrimination in the Workplace?

1. Educate Your Workers on Gender Bias

The first step is education. If employees aren’t aware of the issue, they won’t make changes. Ensure your organization understands what gender bias looks like—both overt and subtle—and how to avoid it in the workplace. Use examples and exercises to illustrate the point. Emphasize that gender bias affects all genders, not just one. With clear education and definitions, workers will be better prepared to identify and address bias when they encounter it.

2. Evaluate and Standardize Pay

We’ve all heard about the gender pay gap, which suggests that women are paid less than men for the same amount of work. This might be the case in your company, or it might not. It's essential to evaluate your current pay structure to identify any discrepancies that align with national or industry trends.

People should be paid the same amount for the same job, period. Women should be encouraged to pursue raises just as much as men. By evaluating your compensation trends, you can identify any patterns, inconsistencies, or biases that may exist. Recognizing these issues allows you to take steps toward a more progressive compensation system that reflects equal pay for equal work.

3. Review Your Recruiting Process

The wording of a job description can significantly impact who applies and who gets hired. While the choice of certain words may be unintentional, they can carry gendered connotations. It’s essential to review job postings carefully before making them live.

When writing a description, avoid using words with masculine connotations such as:

Competitive
Decisive
Dominate
Rockstar
Outspoken

Similarly, to remove overtly feminine tones, avoid words like:

Nurturing
Cooperative
Loyal
Collaborative
Understanding

The mind tends to associate these words with specific genders. Strive to use neutral language in your recruitment and hiring practices to ensure inclusivity.

4. Stand Up to Gender Bias in the Workplace

Whether it’s a dismissed opinion or an inappropriate joke, gender inequality, bias, and microaggressions must be addressed when they occur. This increases awareness of what gender bias looks and sounds like. Addressing these issues doesn’t mean berating colleagues or superiors; instead, it’s an opportunity to educate others on preferred treatment in the workplace.

While addressing gender bias can be awkward and uncomfortable, it is essential. The more it is called out and discouraged, especially by managers and leadership, the more likely an organization is to eliminate gender bias in the workplace.

5. Offer Flexible Work Options

Work is increasingly moving away from the physical office, a trend accelerated by the COVID-19 pandemic. Remote work is not only safer but can also help minimize gender bias, enabling both men and women to optimize their working hours from their chosen location and at times that accommodate their other responsibilities.

Flexible work schedules extend beyond parental leave, encompassing a range of options such as remote work and adjustable hours to align with employees’ productive times and personal obligations. This flexibility can include additional remote working days, flexible hours that accommodate responsibilities like childcare, parental care, or continuing education, and more predictable and consistent scheduling for contingent or hourly workers.

Family-friendly policies and flexible work options allow employees to maintain autonomy and consistency, enhancing satisfaction and engagement, particularly for female employees.

6. Establish Mentoring Programs

Encouraging women in the workplace is important, but many also need extra guidance and knowledge to achieve their career ambitions. Research suggests that mentoring programs contribute to a more diverse work hierarchy by giving minorities and women greater visibility and helping them climb the professional ladder through networks, skills, and organizational knowledge.

Mentoring relationships can pair women with senior leaders or colleagues who can provide insights and guidance needed for promotions or transitions. These mentors don’t have to be of the same gender; men mentoring women is beneficial since men still hold the majority of senior leadership positions globally. Whether through mentoring circles, flash mentoring, or high-potential mentoring, modern mentoring fosters inclusivity and helps women feel more connected and engaged with their workplace.

7. Build Diverse and Inclusive Teams

One of the best ways to reduce gender discrimination is by fostering a diverse and inclusive work environment. In fields like IT, women can sometimes feel isolated when surrounded by male colleagues. Studies have shown that women who work alongside other women are less likely to feel undervalued or experience harassment. McKinsey analysts noted that “women who are ‘Onlys’ [the only woman in a team] and ‘double Onlys’ [the only woman and the only person of their race in a team] have a much worse experience.”

Women and people from all backgrounds must feel supported in the workplace. They need to know there is space for them to grow and that their colleagues and supervisors want them to succeed.

While progress may not always be immediately apparent, organizations are actively working to address gender bias in the workplace. Achieving or approaching gender parity requires consistent effort and dedication. Every workplace should strive to be safe and motivating for everyone. Use the seven tips mentioned earlier as a starting point for your organization. As you see how your organization responds, expand upon these initial steps and create a customized strategy to eliminate gender bias in your workplace and beyond.

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