Gender Bias at Workplace
                     Gender Bias at the Office?
Here’s a quick fix!
Gender Bias
So, Susan might not have said anything 
A conversational example
          about it. But this is just one of the 
Manager– Our client will visit us instances of gender bias. Does it happen at 
tomorrow. Sam and Susan, come with me. your organization? If yes, what to do about 
it? Has this thought ever crossed your 
Sam and Susan– Sure mind?
Manager– Sam, you have to prepare an Well, gender bias at the workplace exists, 
introductory presentation about our sometimes subtle, other times apparent. 
organization. Include all the important And it is not just a women’s issue. It is an 
statistics pertaining to last year. You will issue for the organization as a whole.
have to present it tomorrow. Susan, go to  
the archives section and bring in all the Now, we will go at a plodding pace to make 
files containing important statistics. Oh, you understand the intricacies that why 
and you have to arrange a wonderful lunch some men are reluctant to think about this 
for the clients. I know you will handle it all. issue and what can you do to fix gender 
bias at your workplace.
Why Men don’t 
Fight the Bias?
Men who work well with women have ample opportunities 
to outperform their peers and grow the business 
exponentially. But due to several ingrained behaviours, 
men are reluctant to fight the persisting bias at their 
workplace:
Toxic Masculinity: Some men assume certain behaviours 
and characteristics to maintain the definition of manhood 
to be deemed worthy. Also, women have to accept that 
behaviour in order to succeed in their corporate careers
Carrying on with Stereotypes: Society has deeply 
ingrained in men the traditional gender roles from 
childhood. These roles are so deeply embedded that they 
are carried forward unconsciously. Therefore, men find it 
hard to identify the biases that are going on at their 
workplace.
Why Men don’t 
Fight the Bias?
The Feeling of Awkwardness: Men find it awkward to 
have a conversation regarding these issues and often 
ignore the situation because they don’t want to get 
involved in it.
Turning a Blind Eye: When the gender bias issues are 
apparent and are evident to all, men still don’t wish to get 
involved. They do not consider the issues as their own and 
believe that the matter will get resolved on its own. And if 
women come forth to discuss these issues, they are often 
termed as “hysterical” and are often shushed and silenced.
How to Fight it?
If you want to get rid of the persisting gender bias in your 
organization, here are five steps that can benefit your 
organization as a whole:
Denial: The first step is to realize that ignoring gender bias 
issues is not the right approach. You have to perceive and 
identify each one of them in order to foster a gender-neutral 
work culture.
Discuss: The second step is where you go on to distinguish 
what counts as gender bias. Most of the time, gender bias is 
rooted deep into the corporate culture such that it gets missed 
as most employees consider it “normal.” It becomes your duty 
to discuss the persistent biases with your co-workers and bring 
it forefront to make all the employees aware of the issues that 
women face. The most crucial touchpoint to eliminate gender 
bias is to take an opinion from all the women regarding the 
issues they face. When you discuss them openly, all the issues 
come forth, including those that may have been missed out.
How to Fight it?
Deduce: When you have a clear understanding of the 
persisting gender bias issues, make a concluding list of the 
issues that persist in your organization. List out the most 
pressing issues and tackle one problem at a time.
Defend: The next step is to think of the solutions to make your 
workplace environment gender-neutral. And if the issues persist 
and grow out to be serious in nature that hinders the growth or 
comfort of women employees, escalate it to the higher 
authorities or members of the PoSH Committee
Diminish: Make sure that all the policies at your workplace are 
gender-neutral and follow PoSH guidelines. Urge your 
company’s HR, IC members & Directors to organize training 
programs and workshops at regular intervals to sensitize your 
colleagues.
As we are faced with various discrimination and/or 
harassment issues facing our organizations, paying 
close attention to the above will help us be more 
effective as human resources professionals. 
For more information visit: 
https://www.mud.co.in/posh/
Thank You!