Workplace Imbalance

Workplace imbalance is the act of discrimination in the workplace, specifically surrounding promotion, and the stereotypes pushed onto women along with harassment(1 in 3 women report being harassed by a coworker). This results in unfair standings in ways such as their general treatment. In the workforce, due to gender inequality, women have reported that they find it difficult to imagine themselves in positions of leadership, much less actually becoming a leader, which stems largely from the HR policies and decision making, following this will often be sexist comments, and eventually, because of the lower status, opportunities, pay and unfair treatment due to their gender, stress will build up mentally, which ultimately leads to a lower work efficiency/quality, which then leads to people believing that they were correct when making sexist comments, making the cycle continue. In other cases, women find themselves to be working in low-paying jobs due to their gender, and not even able to enter a middle class paying job like what was listed prior. 

However, contrary to the general belief, more than half of the gender-diverse companies actually report to have a higher profit, productivity, talent retention, creativity, innovation, openness, and reputation. 

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Workplace imbalance: Microaggressions

According to the “Women in the workplace” report, many women face microaggressions that lead to demotivation or additional stress for them. This is increased when they are also a part of other minorities. For example, Asian women are highly likely to be mistaken for each other, and black women are more likely than white women to experience a code-switch, which is when someone chooses to change their dialect, style, or other personality traits. Other groups also experience this, resulting in a higher chance to refrain from sharing parts of their personal lives, worry about professionalism…etc. 

Workplace imbalance: Microaggressions

According to the “Women in the workplace” report, many women face microaggressions that lead to demotivation or additional stress for them. This is increased when they are also a part of other minorities. For example, Asian women are highly likely to be mistaken for each other, and black women are more likely than white women to experience a code-switch, which is when someone chooses to change their dialect, style, or other personality traits. Other groups also experience this, resulting in a higher chance to refrain from sharing parts of their personal lives, worry about professionalism…etc.