Workplace Topics What workplace gender bias have you seen?

What gender bias in the workplace have you seen?

Gender bias refers to beliefs or attitudes that believe one gender is superior, more capable, or more valuable than another. It also includes discrimination on the basis of gender. Gender bias mainly includes hatred or prejudice against a particular gender as a whole or the individual characteristics of men and women.

Gender bias is not a new concept, but it has always been talked about. When it comes to this issue, everyone inevitably thinks of a series of unfair treatment of women in a patriarchal society. Just like in the recently popular Korean drama "The Fog", although the heroine Gao Huilan has a strong ability to work, she is still bitter because as a woman, she is not recognized to the same extent as men in the workplace.

Not long ago, an astronomy professor named Nicole Gugliucci tweeted about someone making a new word called hepeat. The ** of the word is very simple, it is to combine he (male) and repeat (repeat).

It says that women at work may not be taken seriously when they express their opinions, but if male employees say the same thing in their own name, they will get more attention and praise.

But when gender bias spreads to the workplace, many men are also the bearers of pressure. It's just that we rarely talk about it. No man, whether female, is born to be a darling of the workplace.

Gender bias does exist, and women do experience more difficulties in the workplace because of society, family, ideology, and their own characteristics, but this is not a "special treatment" for women alone.

Have you ever encountered gender discrimination in the workplace?

Personally, I think that the person who puts this kind of label must also be a stereotyped person, because only people who carve the mountain sun leather board like to define and label. And I think that women are actually much more active in the workplace than men. First, this kind of label is groundless.

I'm sure if you didn't see this headline, you didn't know that women in the workplace have such a label. But now there is, and it can be said that there is a difference between men and women in the workplace, and the difference is that some people deliberately divide the workplace into men and women. Personally, I think that people can't be divided into groups, everyone is an individual, and the behavior of labeling can't cover everything.

Second, this one-size-fits-all label is inherently wrong. In fact, this kind of label can also be applied to working men, why! Because there must be one or two stereotypical men in the workplace out of a hundred.

On the other hand, if you look at women in the workplace with this kind of prejudice, you will not distinguish women in the workplace by "individual" at all, you think you can get a glimpse of it, and see the whole leopard funny, so the label of this prejudice is firmly established on women. Third, who is the originator of this label? For what purpose?

You will find that there is no starting point for this problem at all, and everyone doesn't know where this label comes from, anyway, someone said so, and everyone spread it by word of mouth. The charm of the rumors lies in the fact that there is nothing that does not exist in the first place, as long as there are many people who say it, it is true. Fourth, there should be no distinction between men and women in the workplace, and if gender is added, there will inevitably be disputes and prejudices.

Personally, I don't think the workplace is a public toilet, there is no need to divide men and women, everyone is together for work, and all women can't be labeled like this just because a certain woman treats her work stereologically. In fact, if Hong Guan talks about it, it can also be labeled as a human being, because men are human beings, and women are also human beings, and the routine of partial coverage can rise to the entire human race. You must not have any prejudice against gender in the workplace, that is an irrational behavior, and you should not take some labels seriously.

When I first started in the workplace, I experienced a poignant experience, which was a time when I encountered gender discrimination in the workplace.

At the time, I had just entered the position of marketing assistant in a large corporation, and I was very passionate about what I did and actively engaged in it. However, it didn't take long for me to start encountering unkindness and discrimination from some of my colleagues, and the most uncomfortable thing for me was from my direct supervisor, a male manager who was older than me.

In my work, my manager often has a mocking and disrespectful tone towards my guidance, he always treats my opinions as useless nonsense and ignores my suggestions and feedback. What made me even more unacceptable was that he frequently used inappropriate words and behaviors in public, such as calling me "little sister", "little baby", etc., which made me feel very uncomfortable and embarrassed.

I tried to communicate with him and begged him not to treat me like this, but his response to me was nothing but ridicule and belittlement. I began to feel discriminated against and excluded from the workplace, I felt helpless and frustrated, and I began to doubt my abilities and worth.

I decided to take action to fix this. I consulted with my colleagues in the HR department and they supported me in taking formal action to lodge a complaint. After a period of investigation and discussion, the company finally realized the seriousness of the problem and took corresponding measures to solve it.

Eventually, my manager was transferred out of my department, and I was given a better working environment and opportunities. This experience taught me how to protect my rights and dignity in the workplace, and I also strengthened my professional beliefs and goals.

Although the experience was painful, I learned a lot from it and it made me stronger and more resilient. I also hope that others will take inspiration from my story and learn to protect themselves in the workplace and reject any form of discrimination and unfair treatment.

Of course, I have had this experience. In the real world of recruitment, discrimination such as gender, age, geography and even accent is ubiquitous.

This has indeed brought trouble and interview obstacles to many friends. So what should we do when we encounter employment discrimination?

1. Face up to reality and make full psychological and ideological preparations.

Equal employment is a basic right granted to citizens by China's laws, but in reality, due to various reasons, employment discrimination will exist for a long time and have an impact for a certain period of time, which is inevitable in a short period of time.

2. Learn to deal with possible discrimination.

Usually establish the concept of "everyone is equal before the profession", establish self-confidence, and do not follow the crowd. You can find a friend who is an HR person for consultation, guide you on your job search direction and job search skills, find out your strengths or weaknesses, and what discrimination you may encounter in job hunting, and then face it calmly.

3. When encountering discrimination, we must learn to argue on the basis of reason, resort to law when necessary, and use the law to protect our legitimate rights and interests.

As a worker, the first thing to solve employment discrimination is to face up to your own situation, be honest and trustworthy, dare to say no to employment discrimination, and use the law in accordance with the law to protect your legitimate rights and interests.

Fourth, workplace discrimination is actually not uncommon, and people in the workplace have seen or experienced it to a greater or lesser extent. There are many types of it, such as gender discrimination, age discrimination, education discrimination, etc., in addition to the explicit, regional discrimination is still very common in modern society.

Discrimination in the workplace has caused the already disadvantaged groups to be treated unfairly, their development has been hindered, and even the opportunity to compete has been deprived, and they have slowly fallen into a vicious circle.

Therefore, if you want the company to develop better, it is necessary.

In real life, this kind of deep malice and discrimination against women is not uncommon. Unmarried and childless are classified as "leftover women", and they are labeled as failures, shames, and unhappiness, and in the workplace, they are treated differently.

1. When a 27-year-old woman in Zhengzhou, Henan Province applied for an online job, she was rejected by HR because she was unmarried and had no children, which attracted widespread attention. A netizen in Fuzhou, Fujian Province said that he was 30 years old and unmarried to apply for a job, and after being hired by the company, he was rejected because he was unmarried and had no children, which caused heated discussions.

2. "How are your parents-in-law doing?" "Is the kindergarten over there expensive?" "Our company will give out Children's Day benefits, how many do you need?"

These are not pleasantries between friends, but questions that Zhang Mei, a 30-year-old job seeker from Beijing, has been asked in interviews for the past six months. According to the existing regulations of the state, enterprises are not allowed to ask women about their marital and childbirth status during interviews. But Zhang Mei recalls that almost all of the companies she applied for would get the answers she wanted by knocking on the side.

In addition, there are marital and childbirth information in the recruitment form, such as the slippery fruit job seeker refuses to fill in, then let the other party go home and other news, which often means that the interview failed.

Thirdly, women have been experiencing gender discrimination in the workplace for a long time. According to the "2022 Survey Report on the Status of Women's Workplaces in China" released by Zhaopin, women were asked about their marriage and childbirth in job hunting, which was higher than that of the previous year; of women say that marriage and childbearing affect their career prospects; of women have not been promoted or raised because of their gender.

Fourth, if you are married, you generally no longer involve the issue of renting, but focus on childbirth, and first ask "how do you think about your future development at your age". For this problem, the job seeker is not important, HR will then laugh at himself and say, "The family will urge me to fall in love and have children, whether the family will urge you", from which the job seeker's birth plan is extracted.

5. The reality is that the employer should consider whether the job seeker has a fixed couple, whether he is married, and whether he has children. If you are married and have no children, regardless of age, there is a great risk to the employer.

If the child is born, the employer should consider whether there are elderly people to help take care of the child, and the frequency of the employee's leave due to the child. After the country liberalizes the third child, it is also necessary to consider the degree of intention of job seekers for the second and third children.

Summary: The root cause of gender discrimination encountered by job seekers when applying for jobs is that most companies are for-profit organizations that pursue profits. If we want to reduce gender discrimination, we need to consider that the state should bear part of the cost from a social perspective, pass on the pressure on enterprises, and increase the enthusiasm of enterprises.