5 Ways to Disrupt Gender Bias in the Workplace

In honor of Women’s History Month, I want to highlight some common ways gender bias shows up in the workplace and give you a few ways to mitigate and support the incredible women in your workplace and community. 

If you’re ready to Change the Game keep reading…

Leadership Positions

According to data from Grant Thornton International. Women are underrepresented in leadership positions, with only 29% of senior management roles globally held by women.

Hiring Bias

A Yale University study found that male and female scientists were more likely to hire male candidates for lab manager positions and offer them higher starting salaries than female candidates with the same qualifications.

Performance Evaluations

Research has shown that gender bias can influence performance evaluations, with women more likely to be described using stereotypically feminine traits, such as being nurturing or emotional, while men are more likely to be characterized using agentic or stereotypically masculine characteristics, such as being assertive or analytical.

Promotion Bias

A study by McKinsey & Company found that women are less likely to be promoted to management positions than men, with the gap becoming wider at higher levels of management.

Sexual Harassment

Women are disproportionately affected by sexual harassment in the workplace. A 2018 survey by the Pew Research Center found that 35% of women had experienced sexual harassment at work, compared to 15% of men.

Now let’s get to the good part! Here are 5 Game Changer Ways to Disrupt Gender Bias!


Conduct a Gender Pay Audit

Employers can conduct a gender pay audit to identify any disparities in pay between male and female employees. This can help ensure that employees are paid fairly for their work and help address any unconscious gender bias in pay decisions.


Implement Flexible Work Policies

Offering flexible work arrangements, such as remote work flexible hours, can help address gender bias by providing women with more opportunities to balance work and caregiving responsibilities. A study by the International Labour Organization found that flexible work arrangements can increase women’s labor force participation and reduce gender inequality.


Provide Unconscious Bias Training

Employers can provide training to help employees recognize and overcome their unconscious biases. This can help ensure that hiring, promotion, and other employment decisions are based on merit and not influenced by gender bias. (Just DM Kenston:))


Promote Diversity in Leadership

Employers can promote diversity in leadership positions to ensure that women have equal opportunities for advancement and to help address any gender bias in decision-making. A study by McKinsey & Company found that companies with more women in leadership positions have higher financial performance.


Create a Culture of Inclusion

Employers can create a culture of inclusion by promoting gender diversity and addressing any harassment or discrimination based on gender. This can help ensure that all employees feel valued and supported in the workplace. In addition, a study by the Harvard Business Review found that companies with more inclusive cultures have higher innovation and financial performance.

These strategies can help employers address gender bias and promote a more equitable and inclusive workplace for all employees.

Remember, if you’re doing HR or DEI alone, you’re doing it wrong.

Kenston Henderson

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