Our workplaces are steadily evolving towards environments in which men and women are valued, recognized and rewarded for their ability to work collaboratively with others who differ from them – whether gender, cultural and ethnic backgrounds, or sexual orientation. It’s a gradual process, however, and it’s important to document and raise awareness of the attitudes and behavior that continue to undermine individuals and teams in organizations. A current example is this study: It found that that frequent sexist comments and management cultures that are covertly demeaning to women are just as damaging to women as acts of sexual coercion or overtly sexual conduct and behavior towards them.
The research, published in The Psychology of Women Quarterly, found that “Norms, leadership, or policies, that reduce intense harmful experiences may lead managers to believe that they have solved the problem of maltreatment of women in the workplace,” according to the authors. “However, the more frequent, less intense, and often unchallenged gender harassment, sexist discrimination, sexist organizational climate and organizational tolerance for sexual harassment appeared at least as detrimental for women’s wellbeing. They should not be considered lesser forms of sexism.” The research team analyzed 88 independent studies of a combined 73,877 working women, and found following associations:
- Sexism and gender harassment were just as harmful to working women’s individual health and work attitudes as common job stressors such as work overload and poor working conditions.
- When women are the targets of sexism and harassment in the workplace, they are more dissatisfied with supervisors than co-workers.
- There was a trend of a more negative effect of sexism and harassment in male-dominated workplaces, such as the armed forces and financial and legal services firms. However, the authors suggested this required further research.
The authors added, “Our results suggest that organizations should have zero tolerance for low intensity sexism, the same way they do for overt harassment. This will require teaching workers about the harmful nature of low intensity sexist events, not only for women, but also for the overall organizational climate.”
Credit: Aiste Miseviciute/Alamy