Though we, as teenagers, do not experience or witness maternal bias quite as often as other forms of bias, it is still crucial to understand so that we can call it out in the future. Here’s the scenario!
Say a colleague recommends a man for promotion over a woman, saying, “I’m not sure about her long-term commitment. She just got engaged, and she must want to have kids soon.” This assumption may sound pretty egregious to our ears, but it is a deeply rooted stigma that still exists, particularly in the workplace. Suggest to your colleague that women should decide for themselves whether or not they want to take on new challenges at work. “Do you think that was a fair assumption to make? I’m sure she can decide for herself if her personal life will affect her career.” If you’re feeling bold, you can also point out the double standard: “It’s hard to imagine that we’d say that about a man who recently got engaged. I’m sure any man would want to be a committed father as well!” And, as always, it can’t hurt to clearly explain the issue. Here’s one way to do so: “When women get engaged or married, people—consciously or unconsciously—start to question their competence and commitment, based on the mistaken belief that women can’t be fully present at work if they have family responsibilities at home, as well as the assumption that the women desires to raise children in the first place. When coworkers make assumptions about a woman’s commitment to work based on what’s happening in her personal life, it unfairly limits her opportunities—and could cause your company to miss out on a highly committed candidate. It’s also illegal in many states to consider a person’s marital or parental status as a factor in promotions. Please be more considerate!” We have one more scenario coming up! I’ll be back in two days.
0 Comments
Leave a Reply. |
Neha SaggiFounder and director of LeadHERship. Archives
March 2021
Categories |