Academic Master

Education, English

Gender Stereotype And Occupational Exclusion

Everyone in society imagines women displaying the quality of “taking care,” not “taking charge.” It is the mainstream gender stereotype that affects women around the world professionally. The lens of gender stereotyping undermines the capacity and their unexplored ability to excel (Christine Rho, 2016).

Women are always seen as “caregiver”, “nurturer”, “ambivalent”, “passive” and “home-oriented” and men are hardwired as “tough”, “absolute”, “powerful” and “problem-solver”. This kind of stereotype affects women and leads to occupational exclusion at workplaces (Cleveland, 2009).
According to one survey, women and men were assessed through feedback for their positions. The job position for women in that survey was the desk position of “caretaker.” The feedback showed the stereotyped attitude in the results by men who suggested that they were “less judgmental and harsh” and less suitable for the administration post. In a research conducted by the catalyst group, the pre-requisites for leadership posts has stereotyped the women’s gentle and caretaking abilities as the fixed perception while the men’s skills are the best prerequisite for the top managerial posts (Catalyst, n.d.).

It is not only confined to recruitment requisites, but the story goes on with women’s dominance in corporate industries where they face a gender wage gap. The 77 percent of full-time women workers earn equivalent to the wages that men earn. The scene behind the gender stereotyping effect lies at the core of career and education choices that women made during their early age and the disproportionate contribution in high-paid industries (WGEA, n.d.). Women spend more time in caretaking jobs with long hours and lower wages as compared to men. Moreover, stereotypes affect women at the age of 6. Girls at younger ages categorized their brilliance and engaged in activities according to society’s notion about the female gender. Mostly, women are associated with simple subjects at school, such as pretty toys and easy games. It is distressing! We are giving the plot to stereotype to grow with females at the developmental level.

The level of sexism has affected the preference for female recruitment at top HR positions. Single women are commonly recognized as agentic women who have high competency but receive less acknowledgment. It leads to gender bias in recruitment (NSF, 2008).

Stereotypes are dominant that start from the time women are born till their whole life. At every stage of life, women have to choose their priorities in life, whether it is education, sports activity, a piece of clothing, a job, etc. Whatever she does, she will be judged as a stereotypical person confined by the walls of the stereotyped perceptions. But time is changing, and so is the trend. Change is not limited to stereotypes, but it is dependent on equality and ability.

“Stereotypes do exist, but we have to walk through them”- Forest Whitaker

References

Catalyst, n.d. Catalyst Study Exposes How Gender-Based Stereotyping Sabotages Women in the Workplace. [Online]
Available at: http://www.catalyst.org/media/catalyst-study-exposes-how-gender-based-stereotyping-sabotages-women-workplace
Christine Rho, 2016. How Does Gender Bias Affect Women in the Workplace? [Online]
Available at: https://www.geteverwise.com/human-resources/how-does-gender-bias-really-affect-women-in-the-workplace/
[Accessed 23 March 2016].
Cleveland, J. S. M. &. M., 2009. Women and Men in Organizations. In: Sex and Gender Issues at Work. New Jersey: Lawrence Erlbaum Associates, Publishers, pp. 6-7.
NSF, 2008. By age 6, gender stereotypes can affect girls’ choices. [Online]
Available at: https://www.nsf.gov/news/news_summ.jsp?cntn_id=190924
[Accessed 2008].
WGEA, n.d. Gender wage gap. [Online]
Available at: https://www.wgea.gov.au/addressing-pay-equity/what-gender-pay-gap

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