Gender at Work - Building Equality
Unit 1: Gender Stereotypes and Prejudices
Unit 2: Unconscious Bias and its Impact
Unit 3:Intersectionality and Multiple Forms of Discrimination
Unit 4: Promoting Gender Equality in the Workplace
In this module you will find
INTRODUCTION
Aim & Competences
THEORETICAL BACKGROUND
Key concepts, background information, relevant theories
ACTIVITIES
Exercises, self-reflection & practical resources to promote inclusive e-learning
Glossary
Frequently used words of the module
USEFUL TIPS
Advice, ideas and proposals on relevant issues
INTRODUCTION
AIM
This module aims to:
- promote gender equality in the workplace by addressing gender stereotypes and prejudices that limit women’s opportunities and rights. The module aims to create a more inclusive and equitable workplace environment by respecting women’s rights, building their skills and creating opportunities for them, and promoting gender equality throughout the organisation’s policies, practices, and operations.
Competences
Understand the impact of gender stereotypes and prejudices on individuals and society
Knowledge: Effective interventions and policies to challenge gender stereotypes and prejudices
Skill: Communication and advocacy for gender equality
Attitude: Commitment to promoting gender equality and challenging stereotypes
Understand the concept of unconscious bias and its impact
Knowledge: different types of unconscious biases
Skill: Ability to implement strategies to reduce unconscious biases in the workplace and self-employment
Attitude: Commitment to reducing unconscious biases
Understanding the concept of intersectionality and its application to various areas
Knowledge: Recognising the complexities of structural domination and marginalisation
Skill: Applying an intersectional lens to connect human rights instruments and address multiple forms of discrimination that people experience.
Attitude: Embracing the principle of equality and non-discrimination
Understanding the principles of gender equality, equal opportunities, pay equity, and inclusion in the workplace
Knowledge: Tools and ways to achieve gender equality
Skill: Applying tools and techniques to address gender disparities and create a more equitable workplace.
Attitude: Valuing diversity and recognising the benefits of gender equality
UNIT 1
Gender Stereotypes and Prejudices
Unit 1
- Stereotypes and prejudices
-A stereotype is an oversimplified, generalised image or set of characteristics that describe all individuals in a group as having the same characteristics, i.e., appearance, behavior, beliefs. It is a belief or assumption that is not based on individual characteristics, but rather on group membership.
– Prejudice is a negative attitude and feeling toward an individual based solely on one’s membership in a particular social group, regardless of their individual characteristics.
The main difference between stereotypes and prejudice is that stereotypes are beliefs or assumptions about a group, while prejudice is an attitude or feeling toward an individual based on their group membership.
- EXAMPLES:
Stereotype: All women are emotional.
Prejudice: I don’t want to hire a woman for this job because she will be too emotional and won’t be able to handle the pressure.
Stereotype: All men are good at math and science.
Prejudice: I don’t think girls should take advanced math or science classes because they won’t do well.
- Gender prejudices and stereotypes refer to preconceived ideas, attitudes, and beliefs about the roles, characteristics, and abilities of women and men based on their gender. These stereotypes can be harmful and limit the potential of individuals, perpetuating gender inequality and discrimination.
- Examples of gender stereotypes include the belief that women are better suited for caregiving roles, while men are better suited for leadership roles; that women are more emotional, while men are more rational; or that women are not as interested in STEM subjects as men.
- These stereotypes can be perpetuated through media, education, and socialisation, and can have negative consequences for both women and men.
- Gender stereotypes can limit the development of natural talents and abilities of boys and girls, women and men, their educational and professional experiences, and life opportunities in general.
- They can also limit the advancement of women and maintain historical relations of power of men over women, as well as sexist attitudes.
Gender stereotypes and prejudices are harmful attitudes and beliefs that limit the potential of individuals based on their gender. Some common gender stereotypes and prejudices include:
- Girls should play with dolls and boys should play with trucks.
- Boys should be directed to like blue and green; girls toward red and pink.
- Boys should not wear dresses or other clothes typically associated with “girl’s clothes”.
- Girls are better at reading and boys are better at math.
- Girls should be well behaved; boys are expected to act out.
- Girls and are not as interested as boys in STEM subjects; Boys should engage in sports and refrain from more creative pursuits.
- Women are natural nurturers; men are natural leaders.
- Women don’t need equal pay because they are supported by their husbands.
- Women who appear less feminine or reject advances from men are lesbians.
- Women with children are less devoted to their jobs.
- A transgender or gender non-confirming person is profoundly wrong.
- Women are too emotional to undertake certain kinds of work, especially while pregnant.
can manifest in various ways, such as the assumption that women are less competent or less committed to their work than men. For example, women are often expected to be kind and nurturing, while men are expected to be assertive and confident. These stereotypes can lead to biases, such as the likability bias, where women who exhibit assertiveness are seen as less likable than men who exhibit the same behavior.
by influencing individuals’ perceptions of what careers are appropriate for their gender. Research has shown that gender stereotypes can impact career choices differently for men and women, with women often facing more pressure to conform to traditional gender roles. For example, women may be more likely to choose careers that are traditionally associated with their gender, even if they have the skills and aptitude for careers that are typically male-dominated.
Studies have found that gender stereotypes can influence career choices as early as high school, with adolescents being influenced by gender stereotypes from family and school upbringing. This can lead to a career imbalance towards certain genders, with men more likely to choose careers in male-dominated fields and women more likely to choose careers in female-dominated fields.
USEFUL TOOLS
These tools and resources can help women, learners and organisations to identify and challenge gender stereotypes and prejudices and to promote gender equality in their workplaces, communities and societies.
#EndGenderStereotypes
This campaign aims to raise awareness about the role gender stereotypes play in society. It provides a various range of resources and tools on the subject.
Sexism at work: how can we stop it?
The UN carbon offset platform is a sort of e-commerce where a company, organisation or a regular citizens can purchase units (carbon credits) to compensate greenhouse gas emissions or to simply support action on climate.
https://unfccc.int/climate-action/united-nations-carbon-offset-platform
Pervasive gender stereotypes that hold women back in the workplace
An article by an international recruiting company on how to build equality at work
UNIT 2
Unconscious Bias and Its Impact
UNIT 2
- Unconscious bias refers to the attitudes or stereotypes that affect our understanding, actions, and decisions without our awareness. It can lead to a lack of diversity and inclusivity in the workplace, affecting hiring, promotions, employee engagement, productivity, diversity, and retention rates.
Here are some examples of unconscious bias:
- Confirmation bias: This is the tendency to seek out information that confirms our existing beliefs and ignore information that contradicts them.
- Affinity bias: This is the tendency to connect with people who are similar to us, such as people who share our alma mater or hobbies.
- Gender bias: This is the tendency to favour one gender over the other, often leading to unequal treatment and opportunities for women and men in the workplace.
- Age bias: This is the tendency to favour one age group over another, often leading to discrimination against older or younger workers.
- Racial bias: This is the tendency to favour one race over another, often leading to discrimination and unequal treatment of people of color in the workplace
Here are some examples of unconscious gender bias:
- Gender bias in hiring: This refers to the tendency to favour male candidates over female candidates for certain jobs or positions, even if they have similar qualifications and experience. This bias can be due to the belief that men are more competent, experienced, or suitable for leadership roles than women.
- Gender bias in performance evaluations: This refers to the tendency to evaluate male employees more positively than female employees, even if they have similar performance levels. This bias can be due to the belief that men are more competent, hardworking, or dedicated than women.
- Gender bias in promotion: This refers to the tendency to promote male employees over female employees, even if they have similar qualifications and experience. This bias can be due to the belief that men are more suitable for leadership roles, have more potential for growth, or are more committed to their careers than women.
- Gender bias in communication: This refers to the tendency to interrupt, dismiss, or undervalue female employees’ contributions in meetings or discussions, while giving more attention and respect to male employees’ opinions and ideas. This bias can be due to the belief that men are more competent, confident, or authoritative than women.
- Gender bias in work-life balance: This refers to the tendency to expect or tolerate male employees to work longer hours, travel more frequently, or sacrifice their personal life for their job, while expecting or criticising female employees for prioritising their family or personal life over their work. This bias can be due to the belief that men are more committed, dedicated, or responsible than women.
These causes of gender unconscious bias can contribute to inequalities, discrimination, and barriers to gender equality in the workplace. Addressing these biases through awareness, education, and proactive measures is essential to creating a more inclusive and equitable work environment.
Some examples of successful interventions to reduce gender unconscious bias in the workplace include:
Providing employees with training to recognise and address unconscious bias can help raise awareness and promote more inclusive behaviors.
Implementing programs and initiatives that promote diversity and inclusion can help create a more equitable workplace culture.
Promoting awareness of intersectionality and how different aspects of identity intersect can help address biases that impact individuals based on multiple identities.
Implementing flexible work policies that support work-life balance for all employees can help reduce bias related to gender roles and expectations.
USEFUL TOOLS
Here are some useful tools to understand, identify and prevent unconscious bias.
2024 Report on gender equality in the EU by the European Commission
The 2024 report on gender equality in the EU taking stock of the main initiatives from March 2023 until February 2024 to advance gender equality in the Strategy’s key areas , namely:
– Being free from violence and stereotypes;
– Thriving in a gender-equal economy;
-Leading equally throughout society;
– Gender mainstreaming and funding; and – Promoting gender equality and women’s empowerment across the world.
Addressing Gender Bias to Achieve Ethical AI
Article on how Addressing and preventing Gender Bias in AI
Addressing Gender Bias to Achieve Ethical AI
50 Ways to Fight Bias digital program
A free digital programme to empower all users to identify and challenge bias head on. Developed by Lean in Circle. In Lean In Circles, women get and give peer mentorship, learn new skills, and have a place to be unapologetically ambitious.
UNIT 3
Intersectionality and Multiple Forms of Discrimination
- The intersectionality is a theoretical framework that examines how various forms of social stratification, such as race, gender, class, and sexual orientation, do not exist separately from each other but are interwoven together.
- Angela Davis is a pioneering figure in the development of the concept of intersectionality and has been a leading voice in the fight for racial justice and the intersectionality of struggles. Her work “Women, Race and Class” (1981) ,has been instrumental in highlighting the interconnected nature of different forms of discrimination and oppression and the importance of acknowledging the complexity of people’s experiences.
- Coined by Kimberlé Crenshaw in 1989, the term intersectionality was initially used to describe the experiences of black women, showing that the intersections of racism and sexism had to be considered to fully understand their experiences and struggles.
- Intersectionality is not just about identities but also about how structures of power impact those identities, highlighting the unique experiences of people who fall under multiple marginalised categories.
- It has since been applied broadly across different social categories and is used to analyse the complexities of individuals’ identities and the interconnectedness of power and oppression in their lives.
- Intersectionality challenges the traditional ways of analysing social issues that focus on a single factor (such as gender or race alone). It argues for a more nuanced approach that considers multiple and intersecting influences.
- Intersectionality is not a static theory but is dynamic and adaptable to different contexts and times. It recognises that the relevance and impact of different identities can change based on the socio-cultural and political context.
- Intersectionality is particularly useful in practical applications such as social work, education, and organisational management, where understanding the complex realities of individuals’ lives can lead to more effective and equitable practices.
It encourages professionals to consider the full range of social identities and their intersections when addressing issues related to power, inequality and access to resources
Multiple discrimination affects the lives of individuals by compounding the negative impacts of various forms of discrimination, leading to more severe consequences for mental and physical health, social and economic opportunities, and overall quality of life.
Some examples of multiple discrimination are:
- Stereotypes about Asian Women, which often portray them as submissive and exotic.
- Missing White Woman Syndrome, which describes the media’s hyperfocus on white women who go missing, contrasting with the attention given to people with other identities.
- Workplace discrimination, exemplified by the DeGraffenreid v. General Motors case where Black women faced discrimination due to both their race and gender, highlighting the need to consider intersecting identities in discrimination cases.
- The gender pay gap, which remains a persistent issue where intersectionality examines how a person’s identities, such as gender, ethnicity, and sexuality, affect their access to opportunities and privileges.
Useful Tools
Below you will find two very useful tools for investigating privilege and understanding the concept of multiple discrimination
INTERSECTIONALITY RESOURCE GUIDE AND TOOLKIT
This Resource Guide and Toolkit is the result of a collaborative effort between UN Women, UNPRPD, Members of Civil Society Advisory Group including the International Disability Alliance and its Community of Practice members, and inter-Agency joint project partners.
Privilege Walk
A privilege walk allows participants to become more aware of the power dynamics that exist within and between communities and organisations. It also ensures that those lacking power are supported and recognised in institutions and within our work and movements.
Comprehensive guide to intersectionality in the workplace + 8 ways to embrace it
A guide for organisations, Human resources and employees
Intersectionality in the Workplace: A Comprehensive Guide + 8 Ways to Embrace It
Reflective Exercise
A reflective exercise with a visual depiction of intersecting categories that shape one’s individual identity, which can be used as an interactive tool for understanding intersectionality
Power/Privilege Wheel Test
The Power/Privilege Wheel is an instrument used in diversity training by governments and NGOs. The Power/Privilege Wheel is used to give a person an idea of their power or marginalisation according to an intersectional framework.
UNIT 4
Promoting Gender Equality in the Workplace
- Definition: Gender equality in the workplace refers to the equal treatment, opportunities, and rights for individuals, regardless of their gender
- Historical Context: The European Union (EU) has been working towards gender equality for decades, with the Treaty of Rome (1957) establishing the principle of equal pay for equal work.
- Legal Frameworks: The EU has implemented various directives and regulations to promote gender equality, such as the Equal Treatment Directive (2006) and the Work-Life Balance Directive (2019).
- Policy Initiatives: The EU has launched initiatives like the Gender Equality Strategy (2020-2025) and the European Pillar of Social Rights to address gender inequality in the workplace.
- Wage Gap: Despite progress, the gender pay gap persists in Europe, with women earning on average 14.1% less than men in 2021.
- Occupational Segregation: Women are often overrepresented in lower-paid sectors and underrepresented in decision-making positions, leading to a “glass ceiling” effect. The “glass ceiling” effect refers to the invisible barriers that prevent certain groups of people, particularly women and minorities, from advancing to higher levels of leadership, authority, or success beyond a certain point in their careers.
Unit 4
- Good practices in gender equality at work include:
- Promoting Work-Life Balance: Implementing flexible working arrangements, parental leave policies, and affordable childcare services can help improve work-life balance for women.
- Raising Awareness and Education: Increasing awareness of gender equality issues and providing education on topics like unconscious bias, gender stereotypes, and inclusive leadership can contribute to a more equitable workplace.
- Encouraging Diversity and Inclusion: Companies can adopt diversity and inclusion strategies, such as unconscious bias training, mentorship programs, and transparent recruitment processes, to foster gender equality.
- Prevention and Elimination of Violence and Harassment: Implementing policies and practices to prevent and address violence and harassment in the workplace is crucial for creating a safe and respectful environment for all employees.
- Achievement of Equal Pay for Work of Equal Value: Ensuring that women and men receive equal pay for equal work or work of equal value is a fundamental practice in promoting gender equality at work.
- Equal Representation of Women in Business and Management Roles: Promoting gender diversity in leadership positions and ensuring equal opportunities for women to advance into senior roles is essential for achieving gender equality at work.
- Investment in a Future of Work that Works for Women: Investing in initiatives that support women’s career development, training, and advancement can help create a work environment that is inclusive and supportive of women’s professional growth.
- These practices align with the key areas highlighted in the report on company policies and practices for gender equality, emphasising the importance of equal pay, violence prevention, work-life balance, women’s representation in leadership, and investment in women’s career development. Implementing these practices can contribute to fostering a more inclusive, diverse, and equitable workplace for all employees.
Useful Tools
These resources provide various ways to engage with the concept of gender equality at work through interactive exercises, quizzes, and educational materials.
Useful Tools
Gender Equality Mainstreaming Toolkit by The Council of European Municipalities and Regions (CEMR)
The Charter was launched in 2006 within the framework of a project (2005-2006) supported by the European Commission, through its 5th Community Action Programme for equality between men and women. In 2022, CEMR and its member associations undertook the task of updating the Charter text to ensure its continued utility and relevance for Europe’s towns and regions.
The European Union and Gender Equality
Gender Equality Mainstreaming Toolkit
This toolkit provides practical guidance and interactive resources to help organisations integrate gender equality into their policies and practices.
Gender Pay Gap Calculator
This interactive tool allows users to calculate the gender pay gap and learn more about the factors contributing to the gap.
KEY TAKE AWAY
- Intersectionality is a critical framework for understanding the multifaceted nature of discrimination.
- Awareness of privilege and active allyship are essential for promoting equity and inclusivity.
- Recognising the importance of gender equality in the workplace, which involves providing equal opportunities and rights to all individuals, regardless of their gender.
- Acknowledge the historical background of gender inequality in the workplace, including the evolution of women’s rights, labor laws, and societal attitudes towards gender roles
A term used to describe socially constructed roles for women and men. Gender is an acquired identity that is learned, changes over time, and varies widely within and across cultures.
An oversimplified idea about groups of people, based on characteristics such as race, ethnicity, age, gender, or sexual orientation. Stereotypes can be positive or negative, but they often lead to prejudice and discrimination because they do not account for individual differences within the group.
A negative attitude or feeling towards an individual or group based on stereotypes, misinformation, or fear. Prejudice can lead to discriminatory behavior and actions.
Negative actions or behaviors towards an individual or group based on prejudice, stereotypes, or biases. Discrimination can manifest in various forms, including institutional, systemic, and individual.
Unconscious unintentional prejudgments about a person based on group affiliation; inflexible positive or negative belief about a particular group of people; operates below the conscious level; “emphasizes ‘all’ people” in this group. Exposes stereotyped thinking.
A sense of self, of who one is. In the context of diversity, the term identity relates to the various cultural and social group memberships used by people to define, describe, or categorize themselves or others, including race, gender, religion, ethnicity, sexual orientations, abilities, and age.
The interconnected nature of social categorizations such as race, class, and gender, which create overlapping and interdependent systems of discrimination or disadvantage.
Unearned social power given to members of dominant groups, such as white privilege, male privilege, and cisgender privilege, which can be invisible to those who possess it.
Equal representation and participation of women and men.
Discrimination based on gender, which includes sexism, prejudice, stereotyping, and violence.
The difference in average earnings between women and men, expressed as a percentage of men’s earnings.
The balance between work and personal life, which includes family responsibilities, leisure activities, and self-care.
REFERENCES
- European Institute for Gender Equality. (n.d.). Sexism at work: how can we stop it? https://eige.europa.eu/publications-resources/publications/sexism-work-how-can-we-stop-it-handbook-eu-institutions-and-agencies
- European Commission. 2024 Report on gender equality in the EU. (2024) https://commission.europa.eu/document/download/965ed6c9-3983-4299-8581-046bf0735702_en?filename=2024%20Report%20on%20Gender%20Equality%20in%20the%20EU_coming%20soon.pdf
- Blog Article by Robert Walters Recruit. Agency. Pervasive gender stereotypes that hold women back in the workplace https://www.robertwalters.us/insights/hiring-advice/blog/pervasive-gender-stereotypes-that-hold-women-back-in-the-workplace.html
- Unconscious Bias Against Women at Work. Asma Ayari, June 2023. In book Corporate Psychology and Its Impact on Diversity, Equity, and Inclusion (pp.94-110), University of Bahrain https://www.researchgate.net/publication/373230156_Unconscious_Bias_Against_Women_at_Work
- The Global Observatory. (2023, March). Addressing Gender Bias to Achieve Ethical AI. Retrieved from https://theglobalobservatory.org/2023/03/gender-bias-ethical-artificial-intelligence/
- Lean In Circle. (n.d.). 50 Ways to Fight Bias digital program. Retrieved from https://leanin.org/50-ways-to-fight-gender-bias
- Trinity Centre for Gender Equality and Leadership. (n.d.). Unconscious Bias… Session 2 of the course “ CREATING A GENDER SENSITIVE INSTITUTION”. Retrieved from https://www.tcd.ie/tcgel/international-projects/SAGE/creating_a_gender_sensitive_institution/u nconscious_bias.php>
- UN Women, UNPRPD, International Disability Alliance. (2022). Comprehensive guide to intersectionality in the workplace + 8 ways to embrace it. Retrieved from https://www.chrmp.com/intersectionality/
- Make Way. (2022, December). Exercise: Intersectionality 101 – Privilege Walk. Retrieved from https://www.make-way.org/wp-content/uploads/2022/12/Exercise-intersectionality-101-privilege-walk.pdf
- McMaster Forum. (n.d.). Reflective Exercise: Intersectionality. Retrieved from https://www.mcmasterforum.org/docs/default-source/covidend/spor-resources/sporea_intersectonality-exercise.pdf?sfvrsn=afb59d5_10
- Crenshaw, Kimberlé W., On Intersectionality: Essential Writings”(2017). Faculty Books. 255. https://scholarship.law.columbia.edu/books/255
- Davis, Angela Y. 1944-, Women, Race & Class. New York, Vintage Books, 1983
- World Economic Forum. Global Gender Gap Report 2023 (June 2023) https://www.weforum.org/publications/global-gender-gap-report-2023/in-full/gender-gaps-in-the-workforce/
- University of Turin. Gender Equality Plan 2023 (September 2023) https://en.unito.it/sites/sten/files/gep_2023_en.pdf
- European Commission, Directorate-General for Justice and Consumers. Gender Equality Strategy 2020-2025 (5 March 2020) https://eur-lex.europa.eu/legal-content/EN/TXT/PDF/?uri=CELEX:52020DC0152
- UN Women. Everything you need to know about pushing for pay equity (24 February 2024)
Funded by the European Union. Views and opinions expressed are however those of the author(s) only and do not necessarily reflect those of the European Union or the European Education and Culture Executive Agency (EACEA). Neither the European Union nor EACEA can be held responsible for them.
English 
French 
Spanish 
Italian 
Greek