Women in Male-Dominated Industries and Occupations (Quick Take)

"My Dream" :- My Daughter become MD / CEO of MNC in India / Abroad. But being the HOD, i don't need any of the women's in my team.

AM i Doing right????

Male-dominated industries and?occupations are particularly vulnerable to reinforcing masculine stereotypes that make it even more difficult for women to excel

Women Face Challenges Working in Male-Dominated Workplace Cultures

Women working in male-dominated industries face a variety of challenges, including:

• Societal expectations and beliefs about women’s leadership abilities.
• Pervasive stereotypes, such as that of the “caring mother”or office housekeeper.
• Higher stress and anxiety compared to women working in other fields.
• Lack of mentoring and career development opportunities.
• Sexual harassment.

Women use various mechanisms to cope with working in male-dominated work environments, such as:

• Distancing themselves from colleagues, especially other women.
• Accepting masculine cultural norms and acting like “one of the boys,” which exacerbates the problem by contributing to the normalization of this culture.
• Leaving the industry.

Incorporating more women to companies not only helps protect their rights but at the same time, it is also good for business. They reported the following benefits?obtained from hiring women taken from several?case studies of companies?in different industries around the world:

a) Access to the best available talent:?The number of potential professionals to cover vacancies has increased, from lower-skilled levels to executive positions.

b) Improvements in productivity and innovation:?there is increasing evidence that the co-existence of men and women in the same environment accounts for more creative teams; diversity is key to the organizations of the future.

c) Strengthening team dynamics:?women frequently possess the skill to unite people and draw together opinions and proposals. This competition favors the creation of teams, furthers participation and optimizes the decision-making process.

d) Reduced staff turnover and long term relations:?in contrast to men, the majority of women can multi-task and multi-focus. Companies can thus decide to support their training, in lieu of hiring new staff for opening vacancies or positions.

e) Better work environment:?they can relate through empathy and appreciation for others since they are typically more focused on individuals and their needs. Their greater willingness to communicate and receive feedback contributes to solving disputes.

?Bias is prevalent in every aspect of our lives. Our brains are hardwired to categorize things we encounter in order to make sense of the complicated world around us. However, biases can cause us to form prejudices against others, which allows for egregious inequalities to form between different demographics.

Gender bias is most prominently visible within professional settings. there are?a number of other types of unconscious bias that disproportionately affect women's success in the workplace, which include:

PERFORMANCE SUPPORT BIAS

Performance support bias occurs when employers, managers and colleagues provide more resources and opportunities to one gender (typically men) over another.

PERFORMANCE REVIEW BIAS

Performance review?bias occurs when employers, managers and colleagues review an employee of one gender differently from another gender — even when the evaluations are purely merit-based.

PERFORMANCE REWARD BIAS?

Performance reward bias occurs when employers, managers and colleagues reward an employee of one gender differently from another gender. Rewards may be in the form of promotions, raises or other merit-based rewards.

"If you want that your dream;- Your Daughter become MD/CEO of the organisation, you have to start support the women’s at your workplace."