Thoughts on Gender-Sensitisation

Men's Day got me reflecting, and I evaluated my own biases, but also my experiences at the workplace. I generally refrain from any potentially controversial discussions online, (and reserve them for my intimate circles,) as I’m aware that on such platforms my name is associated with various organisations and institutions I am or have been a part of. However, it felt too important to not pen down, especially on this platform where some great professionals may read this. But before I carry on, readers to please note that the following are my personal thoughts and do NOT reflect the collective beliefs of any of those organisations/institutions.?

It's odd how the majority's understanding of gender-sensitisation at the workplace is limited to POSH i.e. “If I’m not sexually harassing women at the workplace, I’m gender-sensitive”.

I think that gender-sensitisation should be a mandatory training at the workplace, especially as a part of the curriculum of leadership development. That’s the least one can do if not have gender-diversity in the leadership. Why??

Firstly, even if gender-sensitisation meant having appropriate language and behaviour only by men towards women, then that’s also a pressing need. It’s funny how, as I mentioned above, the common understanding at the workplace on gender-sensitisation is limited to Prevention of Sexual Harassment at the Workplace. I’m not a negative Nancy who just criticises, I’m so glad that at least there’s that, an understanding of POSH. However, gender-sensitisation in the context of women at workplace means much more. It means understanding the cultural context we operate in, and thus, having neither positive nor negative bias towards women, (or any gender for that matter,) but reasonably accommodating a person of a gender, wherever required. Phew, easier said than done though. I agree, that’s why trainings.?

Moving on to the second step, which thankfully many organisations have taken. Talking about gender-sensitivity towards men. We all are aware that in many roles and teams, generally there’s use of slang which refer to sodomy, rape or any other acts of forced submission (generally with a sexual connotation). I don’t want to write those words here, but I’m sure if you stressed your?brain enough, you’ll be able to identify having heard or used those. One has to understand that sexual harassment and abuse happen not just to women, but to men also. And using such words can firstly amount to harassment, if the organisation’s POSH covers men as aggrieved party; and secondly, can be triggering to someone who has undergone sexual abuse/harassment as an adult or as a child (reported child sexual abuse cases in India are More for Boys than girls). ?

Thirdly, the world is an evolving entity, so are cultures. And Gender is a social construct, whose understanding and definition is also culturally driven. Thus, ‘gender’ is evolving as well. In today’s context, Gen Z isn’t prescribing to two-genders. There are men, women, transgendered persons, non-binaries, a-genders, and please add if I’ve missed any. Currently these young adults are working in more non-traditional jobs (possibly owing to that streak which questions the norms/traditions), but give it 5 years, max 10, and our organisations will have to respect, and make feel welcome and at home, such different individuals with different perspectives and needs. Are we ready for this? Do leaders in our organisations even understand these concepts??

Or will we continue to have sexist jokes in our meetings, which we don’t even realise are sexist? And use derogatory and harassing comments as lingo??

There’s no alternative to lived-experience. Do you think anyone can know what it feels like to fall down a 5-floored building, or hold their new-born for the first time, if they haven’t experienced it? Well, possibly not. Similarly, it’s best to have as much diversity in leadership as possible. But since that’s a slow process, we can at least get Gender-Sensitisation right.?

Be aware and then spread awareness. Be sensitive. Equality is a theoretical concept, in practice, equity is what one needs. There's no one-size-fits-all; reasonably accommodate those whose cultural context and needs we may have previously ignored.

Let me know what you/your organisation is doing to spread the message.