GPAC: Gender Norms Holding Back Women in the Workplace

WASHINGTON (November 16, 2007) – When it comes to women in the workplace, there's no question that significant advancements have been made. However, four recent studies challenge conventional wisdom by finding that perceived femininity continues to influence how women are treated by coworkers and bosses.
"Gender" Harassment
One study authored by Jennifer Berdahl, a University of Toronto researcher, found that sexual harassment is primarily targeted toward "uppity" women who step out of their place by taking on "masculine" traits such as independence, assertiveness, and a dominant attitude, and by working in traditionally male fields. Berdahl argues that gender role enforcement, not sexual desire, is the most common motive behind sexual harassment in the workplace.

Three additional studies make clear the far-reaching impact of gendered expectations on working women.

Barriers to Advancement
While women are often thought to be too timid to seek a promotion or ask for the same pay as their male counterparts, a recent study by three researchers at Harvard and Carnegie Mellon University found that this phenomenon can be explained by the very different responses that men and women receive when they do so. According to the study, women are judged more harshly then men for initiating salary negotiations, and are more likely to be seen as demanding, "pushy," and less "nice."

Hurdles in Leadership
Expectations about how women should behave in the workplace also contribute to "a double bind dilemma" for women in positions of leadership. A 2007 Catalyst study outlines three connected dilemmas facing women leaders.
Extreme perceptions: If women business leaders act in a traditionally feminine manner, they are considered too soft and less competent. If they act against gender stereotypes, they are considered too tough and impersonal.
The high competence threshold: Female leaders face higher standards and lower rewards than male leaders. They must prove they can lead over and over again.
Competent but disliked: Female leaders, unlike male leaders, are perceived as competent or likable, but rarely both.
Obstacles in Science
Another study by the National Academy of Sciences showed that, although women have the ability and drive to succeed in science and engineering fields, they are still very likely to face discrimination at every stage of their careers because of implicit biases and assumptions that women do not belong in these traditionally male fields.

"What all four of these studies prove is that women in the workplace are still boxed in by gender norms and stereotypes about how they should look and behave, stereotypes that prevent them from getting ahead," said Riki Wilchins, Executive Director of GenderPAC. "The social and economic risks of appearing 'unfeminine' in the workplace remain very real."

The Gender Public Advocacy Coalition works to ensure that classrooms, communities, and workplaces are safe for everyone to learn, grow, and succeed -- whether or not they fit expectations for masculinity or femininity. To learn more about GenderPAC, visit http://rs6.net/tn.jsp?e=001KWhzcgpO68qGGI_5p7rceddhbd9LuJb3Nxa4jFkPtk0bgIaK_IhisOUgFRUdULsa-WY8Lghj1_Usiah2pojtIev3yvnSfxMuMy2H0nnTRTnmw0ImJSDwwg==.
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