How to address gender-based discrimination in the workplace?

When we ask someone what is affecting their experience of a workplace and its culture, the answers may not always be concrete or very specific. There are some very experiential and salient aspects of a workplace culture that become very difficult to point out. Worse is when someone asks us to tell them what needs to be improved. At that point, how does one begin to write down these examples? Brief and crisp, however, they do end up leaving their mark on the recipient.

Addressing gender-based discrimination in the workplace insults is crucial in creating an inclusive and respectful environment for all employees. But sadly, it is not uncommon for statements made in workplaces to end up discriminating against specific segments of the workforce or even insulting them. Such behavior can lead to a toxic work atmosphere, decreased productivity, and harm the mental well-being of those affected.

Gender-based insults are so common, yet they go unnoticed. These insults are often used casually and thoughtlessly, extending harmful stereotypes and reinforcing a biased work culture.

Some examples include:

“She’s too emotional to handle this project.”

“He’s not assertive enough; he needs to man up.”

“Don’t be such a girl about it.”

“That’s a man’s job.”

Addressing gender-based discrimination in the workplace requires ongoing efforts, and regular sessions and sensitization conversations can play a crucial role in bringing about positive change. 

These sessions can “educate employees” about the importance of inclusive language and the effects of gender-based insults on team morale.

Use these sessions to also promote empathy. Have open discussions to foster empathy by encouraging employees to understand the experiences of their colleagues and the challenges they may face due to discrimination.

Create room for situations that challenge biases. Simulations that make people question their own biases, will enable employees to work towards eradicating discriminatory language and behavior and address gender-based discrimination in the workplace.

Introduce tools to foster a supportive culture through regular sessions where individuals feel comfortable reporting incidents of discrimination and feel supported by their colleagues and management. 

The lack of such tools and resources, especially in India, led to us building a comprehensive Culture Management System for organizations. Introducing it in your workplace will enable consistent learning for your team through e-learning modules, an anonymous helpdesk to talk about sensitive issues, and a confidential incident reporting mechanism. Get in touch with us if you’d like to know more. Most importantly, do not expect individuals to change overnight and start speaking up for themselves. The peer and power play in workplaces is too strong. So, encourage employees to speak up when they witness discrimination, thus enabling reporting in a more collective manner.

How can Ungender help you?

At Ungender, our team of experts curates training programs, guides, resources, and awareness sessions as per the specific needs of the organization and your employees. Moreover, we also deliver workshops, and e-learning modules to educate and sensitize employees against gender-based stereotypes in the workplace. Want to know more connect with us!

Author: Pallavi Pareek is the Founder and MD of Ungender. Having handled more than 6000 sexual harassment and workplace misconduct cases, she is an expert in the field of workplace sexual harassment laws and in building diverse and inclusive workplaces. Pallavi is also the leading advisor, trainer, consultant, and external member for some of India’s biggest organizations in these matters. Her approach is grounded in research, and she draws upon the latest insights and best practices to inform her work.