This was originally written for my Lifespan Psychology class at Tacoma Community College for Fall Quarter 2024, and figured I’d share it here.
The Role of Gender in Workplace Advancement
I am choosing to write about women and gender in the workplace and how gender has played a role in the progress of women advancing in the workforce. There are so many angles this topic can be approached from, but to build upon previous analysis, I want to start with self-esteem and how it can slow advancement in the workplace.
Pretty Privilege, Ageism, and Self-Esteem in the Workplace
From the beginning of their lifespan, women are often praised for their looks. Girls are frequently told how pretty they look or teased for being an “ugly duckling.” During their teenage years, girls are taught that their worth is based on male attention, which then carries into later years. When women join the workforce, often after taking time off to raise a family, they may feel their looks have “faded” by Western standards.
“In Western society, aging for women is much more stressful than for men as society emphasizes youthful beauty and attractiveness (Slevin, 2010). The description that aging men are viewed as ‘distinguished’ and aging women are viewed as ‘old’ is referred to as the double standard of aging (Teuscher & Teuscher, 2006).” (Lally & Valentine-French, 2017).
Pretty privilege and ageism both play a role in women’s advancement in the workforce, and both are tied to self-esteem. Men are often in the roles of those making hiring decisions, which means women can be pitted against each other and sometimes hired based on objective beauty rather than merit. This can slow advancement within the workforce for women.
Furthermore, constant evaluation based on appearance can negatively affect women’s self-perception. Women who feel they don’t meet the ideal image—whether in terms of youth, thinness, or perceived value—may struggle with confidence in the workplace.
“As women age, they are often not seen as valuable or relevant in the way that male counterparts are.” (Diehl, Dzubinski, & Stephenson, 2023).
Gender Stereotypes and Career Advancement
Ageism plays a significant role in gender stereotypes regarding the denial of opportunities for women. Women are often seen as child-bearers with a “shelf life,” while men are viewed as providers with no expiration date for their careers. Since many women return to school later in life, feeling unvalued is a real threat to not just their advancement in the workplace, but their livelihood and self-esteem.
“In contrast, men have traditionally been valued for their achievements, competence, and power, and therefore are not considered old until they are physically unable to work (Carroll, 2016).
Consequently, women experience more fear, anxiety, and concern about their identity as they age, and may feel pressure to prove themselves as productive and valuable members of society (Bromberger, Kravitz, & Chang, 2013).” (Lally & Valentine-French, 2017).
Workplace Bias: A Barrier for Both Genders
Men are routinely pushed toward workforce participation as providers, and as a result, the workforce is male-dominated. Women, on the other hand, are often pressured to conform to traditional roles, such as staying home. When women refuse to conform to these traditional standards, there is often pushback in male-dominated spaces.
In reverse, ageism and youth also hinder women’s abilities to lead in these spaces.
“Younger women — and those who looked young — were called pet names or even patted on the head, as one 39-year-old woman reported. Young women also experienced role incredulity.” (Diehl, Dzubinski, & Stephenson, 2023).
When women aren’t taken seriously in male-dominated spaces, it becomes harder for them to advance into leadership and mentor positions, limiting opportunities for other women. In these traditionally male-dominated spaces, a lack of support from peers can be a major barrier.
A gender bias study found that both men and women are deterred from pursuing career paths that are gender-dominated. For men, this may include professions like nursing or early childhood education, while for women, it may be fields like STEM or trades such as welding.
“Both men and women are deterred by gender biases they may face in different industries.” (Moss-Racusin, 2022).
This ties back to our previous discussion on self-esteem and development—both genders face enormous pressure to conform to societal expectations, even though this paper focuses on women in the workplace.
Breaking Down Gender Barriers
Moss-Racusin also states in her study, “It’s a detriment to society if we keep slotting people into gendered roles and stay the course on gender-segregated career paths, regardless of whether those jobs are traditionally associated with women or men.”. I agree. Until gender stereotypes, like the notion that women are naturally suited for motherhood and should not be in the workforce, are dismantled, progress in gender equality will remain slow.
“Rooted in traditional views of motherhood, the stereotype that women are more caring and naturally suited for some care-oriented professions limits opportunities for men in those fields.” (Moss-Racusin, 2022).
As for men in women-dominated spaces, they also face challenges. However, men have had a head start due to longstanding societal gender roles. This is why much of the current focus remains on improving workplace advancement opportunities for women. Still, I believe that addressing gender bias for both will create a shift where being taken seriously is no longer based on gender, allowing us to also address age discrimination.
The Importance of Mentorship in Career Advancement
In this context, mentors play a significant role. They have the potential to shape and support career advancement for women, especially in male-dominated spaces. Mentorship provides guidance, encouragement, and access to opportunities that may otherwise be overlooked by women who are discouraged from entering these industries.
References
Diehl, A., Dzubinski, L. M., & Stephenson, A. L. (2023, June 16). Women in leadership face ageism at every age. Harvard Business Review. Retrieved from https://hbr.org/2023/06/women-in-leadership-face-ageism-at-every-age
Lally, M., & Valentine-French, S. (2017). Middle adults returning to education. In Lifespan development: A psychological perspective (2nd ed.). LibreTexts. Retrieved from https://socialsci.libretexts.org/Bookshelves/Psychology/Developmental_Psychology/Lifespan_Development_-_A_Psychological_Perspective_2e_(Lally_and_Valentine-French)/08%3A_Middle_Adulthood/8.07%3A_Middle_Adults_Returning_to_Education
Moss-Racusin, C. (2022, December 22). Male gender bias deters men from some career paths. American Psychological Association. Retrieved from https://www.apa.org/news/press/releases/2022/12/male-gender-bias-career-paths
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