The answer to the question is emphatically yes!
Throughout my career, I’ve focused my research, writing, and course development on women’s workplace issues: recruitment, engagement, succession, leadership, and retention. The burning question remains, “Why are excellent women still paid less than their male counterparts?” Worse for women of color, but an issue for all women.
In essence, implicit bias is a pervasive and deeply rooted challenge in addressing gender inequity. While there are multilayered answers (and overt discrimination is still a valid concern), a major reason is the subtle, covert, often unintentional consequences of implicit bias that perpetuate disparities.
What is implicit bias? It’s the way all human brains work. We can only process a tiny bit of the information that our brains receive all the time, so the brain has become very efficient at using past experiences to manage and sort the overload. In other words, our brains are biased to what is familiar. It leads us to make assumptions about people who are different. So, when women have different experiences and reactions than what we’ve come to expect because we’ve used a “male model,” many of us—women included—assume that the familiar is best.
Effectively combating these biases requires a multifaceted approach that includes self-awareness and reflection, different organizational practices, and education to make everyone aware of the role bias might play. But first, it’s important to acknowledge some of the ways implicit bias perpetuates gender inequity:
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Assumptions Affecting Hiring and Delegating Assignments
Sometimes women who have the same qualifications and experience as men, are viewed as less competent or less committed, especially if they are mothers. For example, a woman might be passed over for a leadership role based on the assumption that the job would require more time than she can devote because she has children.
Other stereotypes about women being less assertive or decisive might contribute to lingering biases that cause someone to be passed over for key assignments that can lead to pay raises and promotions.
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Lack of Representation
When there are few women in leadership positions in an organization, bias towards status quo can perpetuate the situation. Further, when men and women do not see women represented in positions of power, cultural stereotypes can remain unquestioned and women in junior positions may not as readily rise to senior ranks.
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Microaggressions
Microaggressions are subtle, and often unconscious acts or comments that unintentionally communicate a bias, usually a negative bias towards others, especially underrepresented groups. These subtle acts can have long-term impacts on both individuals and organizations.
While microaggressions often go unnoticed, their impact over time—on the individual’s well-being, team collaboration, and company success—is significant. Although they might seem minor, microaggressions have a cumulative impact. They can undermine a person’s performance and long-term growth.
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Decision-making and Governance
Implicit bias can affect decision-making at the organizational level, resulting in provisions that unintentionally favor men. One prime example: certain fields that have a predominance of men have research to support their time-honored decisions and actions. As women enter these fields, these decisions may adversely affect women getting important assignments that will lead to opportunities for advancement.
In other instances, organizational structures that are based on implicit biases may perpetuate pay inequities. Unless intentional efforts are made to address them, they’re likely to continue.
One way to mitigate implicit bias is to learn the Pause-Reflect Model and practice it.
If we want to stop perpetuating gender inequality, it’s going to take conscious effort and proactive steps. This includes implementing training on implicit bias, promoting diversity in leadership, and implementing fair compensation practices. It’s essential to continually monitor compensation to be sure that disparities are identified and addressed.
Learn more about how to address gender inequity and build an inclusive workplace here.
