Essay On Gender Sensitization

In a article about Harvard Business School graduates, which looked at career expectations between graduating husbands and wives, Robin Ely found that half of the men thought their career would take priority.

In a article about Harvard Business School graduates, which looked at career expectations between graduating husbands and wives, Robin Ely found that half of the men thought their career would take priority.

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Professor Cheryl Kaiser of the University of Washington refers to the “illusion of inclusion” in which people believe that discrimination and unfair practices can’t exist if there is a diversity office or set of programmes in place directed at these practices. It is the phenomenon of sorting facts and observations in a way that confirms what we already believe.

There can be a distinct gap between the formal programmes and the informal work culture, thereby setting up the potential for the illusion. So if men think progress is being made for women, they will place more weight on the facts they see and believe confirm the advancement, and pay less attention to the impact of the impediments. Who most feels the impact of the unlevel playing field?

Catherine Fox, former Corporate Woman columnist for the Australian Financial Review, found that 72% of male senior executives agreed with the statement that much progress had been made towards women’s empowerment and career progression.

Of the female executives surveyed, 71% disagreed with that statement.

In a research report by Kieran Snyder on how men and women were described in personnel reviews, 76% of feedback on women included comments on personality such as terms like abrasive, judgemental and strident.

Just 2% of reviews on men included those types of comments.

And it applies to many other issues such as climate change, citizen/police interactions, and for the purposes of this blog post, to women’s progress.

We all have our own lenses through which we see the world.

If you were a company executive and were informed that there was a gap in perceptions such as those described in the statistics above, at what level does that become a problem? If the gap exceeds 5-10% that is probably a signal that the formal programmes and articulated visions of leaders are not matching the realities of the workplace.

In other words, “talk is cheap” and more needs to be done. Dhir, Associate Professor of Law, York University, Toronto found after studying Fortune 500 annual reports, there is no correlation between a company’s annual report, which extols the value of diversity and has lovely photos of their diverse workforce, and the actual outcomes and progress a company makes in their diversity efforts.