As I am currently on vacation, my lovely colleague Helena Radke from the University of Queensland has agreed to step in and provide this week’s post. Thanks a lot, Helena, and to the rest of you: enjoy.
There are many reasons why women might not feel comfortable speaking up about gender discrimination in the workplace. One reason why women might not want to attribute an outcome to discrimination is because they experience disapproval from others when doing so. Regrettably this apprehension is not unsubstantiated. Social psychological research conducted by Kaiser and Miller (2001) has found that a person who attributes their treatment to discrimination (in this case an African American student failing a test) is evaluated more negatively than someone who does not attribute their treatment to discrimination even when it is clear that the person is being discriminated against. This is why, while many women say that they would confront sexism when presented with a hypothetical scenarios of discrimination, they are actually much less likely to do so in real life (Swim & Hyers, 1999).
So how can we ensure that women feel comfortable speaking up about instances of discrimination? One way in which we can answer this questions is by considering gender discrimination in the workplace to be a microaggression. According to Professor Derald Wing Sue from Columbia University, microaggressions are a brief and commonplace instances of indignity which, either intentionally or unintentionally, communicate hostile slights towards another person because of the social groups they belong to (Sue, 2007). He argues that they can be overcome by being aware of our own biases, knowing that our reality is different to others reality, not being defensive when someone reveals an incident of discrimination, discussing our own biases and being an ally against discrimination (see this video). Creating an organisational climate which is aware of the microaggressions women experience could be one way in which we can overcome the barriers women face to confronting gender discrimination in the workplace.