We barely take into consideration our gender when evaluating what we want to do with our lives. Gender equivalence has come a long way over the past several decades. Fields that were once reigned over by men are now seeing more and more women. A survey conducted by CareerBuilder, however, indicated that gender still influences what people can expect to get out of their careers.
 
Take men for example. They expect superior job levels throughout their profession when compared to women. In fact, their expectations to fill both CEO and vice president roles is twice that of what women expect. Only 10 percent of men hope to stay on in entry-level positions while 22 percent of women have the same expectation. Also significant is that 54 percent of men view their jobs as a career while only 47 percent of women have the same view. 42 percent of men are content with their career advancement opportunities, but only 36 percent of women are.
 
What about you? Do you believe women's pay is comparable to men's?
 
The CareerBuilder study reveals 34 percent of women believe their pay isn't comparable to what men make who hold the same position and have the same experience. On the opposite side of the fence, though, 82 percent of men believe the wages is equal. Yet all these differences don't lead to job dissatisfaction among many women. Though women have differing thought around career expectations and equal pay, the rate at which men (64 percent) and women (63 percent) are satisfied with their careers is about the same.
 
Is Discrimination a Cliché in the Manufacturing Industry?
 
The labor force has an nearly equal composition of men (53 percent) and women (47 percent). However, among the manufacturing manpower, only 27 percent of the industry consists of women. Why is this? Is work environment discrimination just a cliché in the manufacturing industry, or is it a real problem?
 
Gendered career paths are quite typical in spite of society's recognizance of them. Take for example the manufacturing industry. Men are expected to occupy many of the higher-up roles, including engineering and management positions. Women, nevertheless, are commonly placed in quality control and accounting roles along with other human resource positions.
 
Why does this happen? Is it because men are more normally associated with aggressiveness and independence, both of which are two qualities that must be mastered to effectively fill leadership roles? Probably women are pointed toward safety control roles because of their 'feminine' qualities of nurturing and caring.
 
Irrespective of whether these gendered career paths are intentional, it is evident that opportunities for career development and advancement are more usual for men than for women. It's also notable that many women fail to seek leadership roles because of the disadvantage they endure when networking. Since more leadership roles are filled by men, this puts women in a distinctive position -- they must lean on males as mentors to guide them, but for some women, they would much rather follow in the footsteps of a female mentor rather than a male.
 
Workplace Patterns That Indicate Unconscious Gender Bias
 
In case you notice any of these habits occurring in your workplace, there's a good possibility that involuntary — or possibly conscious — gender bias is forming the company toward a more male-dominated brand.
 
•             Women have to show more competence than men to be considered as equally competent as their male counterparts. This brings many women having to prove themselves again and again.
•             The women in your company walk a fine line of trying not to be too feminine or masculine.
•             Your work environment places a stereotype on women, believing they become much less committed to their work after having children or starting a family.
•             There's a tug-of-war conflict (this is mostly seen in the manufacturing industry) where women are constantly struggling men to fill a limited number of leadership roles.
 
How to Avoid Gender Bias in the Workplace
 
Ernesto Reuben, a professor at the Columbia Business School, says, “Studies that seek to answer why there are more men than women in STEM fields typically focus on women’s interests and choices. This may be important, but our experiments show that another culprit of this phenomenon is that hiring managers possess an extraordinary level of gender bias when making decisions and filling positions, often times choosing the less qualified male over a superiorly qualified female.” To avoid gender bias in your manufacturing plant, ensure that to follow the tips listed below.
 
Use Valuable Data
 
Carry out research and audits in the workplace to assess gender bias. Don't use limited findings to influence your strategy of eliminating gender bias. Take for example you conduct a survey that indicates there is no proof of sexual assault in your plant. This finding is highly unlikely, so, therefore, you should begin asking yourself why no one is coming forward. Always put both men and women as moderators of the audits. This assures women feel comfortable coming forward with their true thoughts and concerns.
 
Collaborate
 
You're not the only manufacturing plant that struggles with gender bias, and you're not the only one trying to make a change. This is why, it's always helpful to join forces with other manufacturing companies that have effectively corrected gender bias. You can make use of their knowledge and strategies to tackle gender bias in your own plant.
 
Draw a Straight Line
 
Create bathrooms and locker rooms separately for men and women, each of which should be the exact same size. Also, while we're on the topic of locker rooms, ensure that to enforce a policy that discourages 'locker room' talk. Locker room talk takes place among both women and men, and it can make major drama in the workplace. Locker room talk takes place when males talk badly about women and vice versa.
 
If you believe you are a victim of workplace discrimination, it's imperative to consult with your supervisor. You are entitled to equal treatment in the workplace regardless of your gender.
 
This article is originally posted on tronserve.com