BE UNAPOLOGETIC, BE YOU

Allyship can answer most problems related to gender diversity, especially bias

- PRANITA BHOSALE

Gender bias is definitely at work in the workplace, as revealed by the Linkedin Opportunity Index 2021. It surveyed 2,285 respondents to analyze how prejudices slowed down their career progress.

A whopping 85% of women in India claimed that they missed out on a raise, promotion, or work offer because of their gender. This is much higher than the average gender bias percentage in the Asia-Pacific region, which stood at 60%.

Prachika Saxena, Director-Human Resources, Conrad Pune tells Hotelier India that the struggle for gender equality is real and women have fewer opportunities to move up the corporate ladder. This is not because they are unable to handle the stress or strike a work-life balance, but more because of misplaced perceptions.

What types of bias do women often encounter in their workplace?

The first and foremost is the proverbial glass ceiling. Women have lesser opportunities to climb the corporate ladder, and more often than not, it is to do with their personal commitments. It is perceived that a married woman is at ‘risk’ of starting a family, while a mother is at ‘risk’ of reduced commitment levels.

Performance evaluation bias is another challenge. With reduced domestic obligations, men are geographically more mobile, which makes them a ‘preferred’ high performer.

Since a higher number of C-suite executives comprises men, there is a natural tendency to promote brotherhood. Lower visibility of women in senior roles further depletes their chances to rise higher up the hierarchy.

Is that why women have to repeatedly prove themselves as compared to men?

Absolutely, and at every step! In an informative session on diversity and inclusion a lady trainer quipped, “We must prove ourselves twice every time and yet be only half as good. Why?”