Gender Bias: COVID-19, The Workplace and The Future

Gender bias, the tendency to prefer one gender over the other, represents a type of unconscious bias whereby certain types of prejudice, attitudes or stereotypes are placed within a group of individuals. It is often prevalent and often portrayed in the workplace today. From the different types of performance ratings, job positions, income, performance support bias and more. Workplaces, and ourselves as individuals need to work towards equity and closing this gap that has caused disunity within the working world.

The question posed would be, what are the recent trends now in terms of inclusivity and equity with the current pandemic? Has our perspective of work changed over the past few years? Has biasness in the workplace been slowly progressing?

Recent trends on gender bias

Over the past few years, the world has shown progress in various aspects of promoting gender equality in combating gender bias. For instance, giving more women opportunities in professional jobs and higher-up positions as well as allowing women for political roles and representations. Nevertheless, there is still a disparity and under-representation of women in most workplaces and societies. What this also means is that, the goal of inclusivity and the road to progress still continues year by year.

In the year 2021, research has shown that gender bias in the workplace still persists, affecting women of - different skin colour, age and ethnicity. The COVID-19 pandemic has also affected women and made their jobs 1.8 times more vulnerable than men’s jobs and positions. Why is this so? The burden of unpaid care which is heavily carried by women has increased ever since the pandemic hit. With previous existing issues on gender inequality, women are more affected from the economic effects of the pandemic. Research shows that 4.5% of women’s jobs are at risk whereas 3.8% of men’s jobs are at risk in the pandemic.

Infographic by Leaderonomics: COVID-19 has made women's jobs 1.8 times more vulnerable than men's jobs and positions

I know what you may be wondering next, but what about men? Many stereotypes and prejudice are placed on men, labeling them as aggressors and dangerous individuals. In reality, males face gender discrimination and biases in the workplace too. Although the percentage of women to men is uneven, this does not disclose the fact that gender issues encompass men too. As some say, it is important to notice and recognise that gender inequality affects all genders and requires a mindset shift on how we as individuals perceive it.

Read More : Gender Discrimination In The Workplace

How Has COVID-19 Changed Work Settings?

Ever since the pandemic hit, it has caused most employees (and individuals eg. students) to work from home (WFH). Has working from home benefited one’s work productivity or has it actually disrupted one’s workflow? Well, the views on this vary from employee to employee as well as by gender. Some employees think that having the flexibility to work at home is good whereas some think that having to adapt and juggle work and situations at home at the same time is disruptive to workflow and productivity.

Now that working remotely has slowly become the new norm, some argue that it could potentially help women especially, giving them the flexibility and time to work around their schedules whereas there are concerns as well that issues of burnout would rise. Women have been thinking of leaving their jobs or stepping down from higher-up positions at work, just to make time and maintain a good job performance whilst balancing responsibilities at home too. Why are women spotlighted in these scenarios? Well, the expectations on women to be held responsible for their children and household while men provide financially for the family still persists today, especially within Asian cultures. Most mothers continue to provide additional care and schooling for their children as well.

Infographic by Leaderonomics: Mothers Working From Home

Women are said to have left the working world at a higher rate in comparison to men due to certain responsibilities needed to be met, as well as the amount of stress faced juggling both their personal and work life. Although the perception and expectations set as mothers have decreased or have been equally spread out amongst fathers, women are said to have put in more hours and time to take care of the household and their children.

However, there are also statements saying how remote work (eg. working from home) has lessened the burnout faced by every employee. In fact, working remotely or from home has increased innovativeness, work engagement online, high organisational commitment and greater inclusivity amongst employees. What’s interesting is that, employees were also said to be less likely to leave their current jobs for another one. Women employees (with childcare responsibilities) were also less likely to leave their jobs.

That said, working from home have both its benefits and detrimental effects. Nevertheless, the flexibility gives both men and women their own time and space to work productively, aids in positive development and helps in producing quality work. Not to mention, this is one way of achieving equality in the workplace, in terms of combating gender biasness.

My hope and aspiration for the future workplace

Every day, different aspects of work change from the culture we display at work, the workspace we have, as well as rules and regulations at work. What do I expect to see in the future when I step into the working world?

Firstly, I hope that the flexibility we can have at work is implemented for the long run. Having the time and space to work around a schedule best for you, could not only help in terms of agility but also aids in the production of work. Parents especially are able to take time off to attend to household matters whenever necessary and delegate their working hours to a time best suited for them. This too could potentially help working moms to set aside time for both work and their families, without being disrupted and losing the momentum at work. Ultimately, aiming to combat gender bias issues in the workplace as well.

Next, I hope to see a working culture whereby employees (both men and women) are allowed a certain amount of time off if there is ever a need in terms of mental well-being (eg. too stressed, burnt out) or physical wellbeing (eg. menses cramps for women) without having pay cuts. This is to ensure that the employees’ health is taken care of and gives them the assurance as well as a reminder to prioritise their wellbeing to ultimately be able to give their best at work.

Adding on to that, having a flexible working time or schedule, also implements a new work culture whereby the quality of an employee’s work is not measured by the amount of time spent at work but the production and quality of the work and responsibilities given to them. Statements have been made saying how the number of hours clocked in for work does not necessarily equal to great performance at work. The culture of work pre-pandemic would always require their employees to work over-time, doing more night shifts and putting in extra hours at work. However, the current work culture is changing, and people tend to value productivity and the quality of work more nowadays. This too could potentially encourage a great work-life balance, whereby burnouts from work could be avoided and reduced. Not to mention, this could provide a more equal way of evaluating one’s progress and performance at work.

Finally, I hope that inclusivity continues to progress in the workplace. Workplaces can work towards making opportunities, offers and progress equal for all notwithstanding one’s gender, age, ethnicity, experience, background and state of living. Being supportive in the community at work could also potentially help in promoting inclusivity. For instance, allowing every employee to have a voice and be heard, valuing everyone’s opinions and being understanding of different viewpoints and perspective. Research also states that for employees (females, those that identify as nonbinary, marginalised groups and more) to be successful and strive in the workplace, having equity and an inclusive culture is at utmost importance.

This May Interest You : 4 Ways Organisations Can Increase Gender Inclusion

Ending statement

How else could we combat gender biasness in the workplace? What do you hope to see in the future workplace? My take on this would be that, inclusivity, work flexibility and supportive work cultures are vital in the progress of promoting equality at work and combating biasness.

Let me close with this phrase :

Achieving gender equality requires the engagement of women and men, girls and boys. It is everyone’s responsibility. - Ban Ki-Moon.

With that, all of us as our own individual selves, play a part in executing a more inclusive and equal culture in the workplace as well as our day-to-day lives. As we continue progressing and examining changes in the current and future workplace, let us remember that it is everyone's responsibility. Remember that change, whether big or small, could start from you!

Before you go, check out this video on a discussion on inclusivity in the workplace. We hope it benefits you!