In advance of International Women’s Day, the team at City-REDI looked at the myths surrounding women in the workplace and the steps we should be and are taking to dispel these. This blog is part of an International Women's Day series.
The myths about women in the workplace have had a negative impact on women for many years. They can often discourage women from seeking out new roles, promotions and leadership positions and cause them to doubt their abilities. The result is that women continue to be underrepresented in leadership roles, and their voices are not heard as often as they should be.
These myths also contribute to discrimination against women in the workplace. Studies have shown that women are more likely to be passed over for promotion and they continue to earn less money than men do for the same job. When women are given the same opportunities as men, they excel and we need to create a level playing field for all employees. It is time for these myths to be put to rest so that everyone can benefit from the talents of all employees, regardless of gender.
Myth 1 – Women are not as ambitious.
This is one of the most common myths about women in the workplace and leads us into some of our other myths below. The belief in this myth can lead to discrimination and exclusion from opportunities. It suggests that women are not as dedicated to their careers and therefore, cannot be trusted to lead or be successful in high-level roles.
Myth 2 – Motherhood supersedes everything.
We asked some of the mothers in our team to comment on this one!
Sara, Charlotte and Abigail will be talking about women in the workplace and how inequality can affect various factors like childcare and flexible working in their International Women’s Day Blog.
Myth 3 – Women are uncomfortable earning more than their partners.
We asked our Business Development Director Associate Prof Bec Riley to look at this for us and you can read more about this in her blog.
Myth 4 – Women are risk averse and want only safe jobs.
Julianne speaks about how women can also be entrepreneurial and how they are represented in business in her blog.
Some actions that we can all take to combat prejudice and unconscious bias in the workplace going forward are:
- Educate yourself and others about unconscious bias and its effects.
- Encourage open dialogue about diversity and inclusion in the workplace. Creating an environment where everyone feels comfortable discussing these topics can help to reduce unconscious bias.
- Implement policies and practices that promote diversity and inclusion in the workplace. This can include things like equal opportunity hiring practices, good quality maternity packages and flexible work arrangements.
- Create networking and mentoring opportunities for underrepresented groups in the workplace. This can help to provide support and career advancement opportunities for those who may face obstacles due to their background or identity.
It is important to recognise the myths and stereotypes that exist in today’s workplace surrounding women. It is essential for employers to be aware of these biases so they can take steps towards creating a more equitable environment where all employees are respected and valued equally. With initiatives such as mentoring programs, pay transparency policies and training on unconscious bias, both men and women can reach their full potential in the workplace.
This blog was written by Elizabeth Goodyear, Programme Manager at City-REDI / WMREDI, University of Birmingham.
Disclaimer:
The views expressed in this analysis post are those of the authors and not necessarily those of City-REDI, WMREDI or the University of Birmingham.