Gender Bias in the Workplace

Think about a great CEO - a great leader, powerful, well-dressed; with a suitcase, a cellphone, and a laptop. It is a man or a woman?

According to Fortune 500, the 2017 ranking includes 32 female CEOs - and that was a record because during previous years there were only 21.

To avoid gender bias in the hiring process, there are some things you can do:

• Check the job descriptions. Encourage both males and females to apply and ask them relevant information for the role;
• Use standardized selection procedures. Choose methods that are resistant to bias like structured interviews and job knowledge tests;
• Use blind auditions to hide the applicant's gender;
• Do some statistics to see the actual company’s structure;
• Propose some objective on gender balance.

It is not only a fancy thing to militate for gender-balanced because it is proved that males and females bring different values to their teams. Because of this, any team needs equally men or women.

Women are great leaders, but also natural mediators for conflicts. They have patience and they are team-oriented. They have good communication skills and they pay attention to the work-life balance - and we need this so much into the management level. So encourage each woman next to you to be brave and grow into her career.

On the other side, males are more technical and objective-oriented.  They can have courage, can be good competitors, and can bring innovation into a team. They can be more flexible on business needs (like business trips or late-hour meetings) and this can make them be preferred for management roles in some industries.

In the end, an interesting article with differences between countries led by women during COVID.

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