As women in the business industry, we experience some differences from the opposite sex throughout our experience. At some point in time someone, somewhere in the industry will say or insinuate something sexist. Unfortunately, this is normal, because it’s bound to happen at one point or another. According to an article written in the Harvard Review, “Stop “Protecting” Women from Challenging Work” by Kristen Jones and Eden King, the writers say, “A new poll by the Pew Research Center suggests that more than half of men think sexism is a thing of the past; in contrast, only about one-third of women agree. One reason for the disagreement may stem from misunderstandings about the kinds of behavior that constitute sexism. Indeed, an important body of research instigated by Susan Fiske of Princeton and Peter Glick of Lawrence University demonstrates that prejudice toward women can take obvious and not-so-obvious forms. Both forms are destructive. But our research shows that this latter benevolent form of sexism is exceptionally damaging, particularly in the workplace. It primarily manifests itself in two ways.”
“The writers of this article make valid points as to women are kind of “sheltered” or “protected” like children are when they are trying to do something bigger than them. Which is wrong because equality should ensure all benefits, challenges and opportunities should be the same. Women do the same amount of work but to purposely get deprived of that is not their fault, it’s the environment of work and mindsets,” says Hannah Wolosek, managing director of Top Tier Manhattan. Jones and King write, “Women are less likely to get constructive criticism, and more likely to receive unsolicited offers for help. But although well-intentioned, such attempts to protect or coddle women can undermine their self-confidence. In the survey above, supervisors gave female managers less negative feedback than their male counterparts; constructive criticism has been found to be essential for increased performance and learning […]” “If there is to be a sense of equality in the workplace, the number one thing is to be giving constructive criticism to all workers, not just the males and go easy on females. By doing this you’re helping everyone grow fairly,” mentions Hannah Wolosek of Top Tier Manhattan.
“A great example given by the writers of this article is: ‘For example, rather than assuming that a woman would pass on an assignment involving travel, just ask her. Instead of telling a woman she should take an extended maternity leave, inquire as to how long she would like to take. When attempting to support female representatives, managers should think carefully about how and why they are motivated to do so, whether they would support a male representatives in the same manner, and what implicit message their behavior is sending to the woman.’ Which is an excellent case. We can’t just assume someone can’t do something because of their gender, we have to speak up and ask. Only by doing that are we creating some parallel process in the workplace,” states Hannah Wolosek of Top Tier Manhattan.