E-Book
Gender equity reduces hostile, sexist behavior toward women in frontline roles
Gender equity can significantly reduce hostile, sexist behavior in frontline workplaces.
- Frontline employees
- Employee wellness
- Gender representation
- Mental health
Gender bias featured insights
Gendered stereotypes result in sexism and can create structural barriers that perpetuate workplace gender inequality. Women hold a small fraction of CEO positions, earn less than men, and are evaluated against a “masculine” standard of leadership. Learn how organizations can identify and interrupt gender bias in workplace processes and culture.
Gender bias negatively affects frontline employees
Most frontline employees (89%) feel pressured to conform to gender stereotypes, fueling insults and hostility. While women often bear the brunt of these behaviors, 75% of men report feeling unable to be authentic due to rigid standards of masculinity. Addressing gender stereotypes and inequities can drive meaningful change for all employees, improving satisfaction, retention, and reducing turnover costs.
Sexist behavior is prevalent on the front line
61%
of women report experiencing hostile, sexist behavior at work within the past year.
58%
of men report experiencing hostile, sexist behavior at work within the past year.
Gender bias in talent management systems
Unconscious bias significantly impacts hiring, promotions, and talent management. This cycle is reinforced as senior leaders, who are often men, shape HR practices that influence evaluations and promotions. Breaking this cycle requires leaders to set the tone for inclusivity and implement plans to counteract biases.
