Any female in a leadership role knows that seemingly well-intended terms like “helpful,” “warm” and “follows instructions” can cast women as nurturers, while men are portrayed as leaders with words like “confident,” “independent” and “influential.” While some of those terms sound great they can unintentionally depicted women as a nurturer instead of a leader.
Just as language can play a part in holding women back in the workplace, so can the notion of the “ideal worker.” The ideal worker puts work first and is always available; family and outside interests are considered distractions. The concept stems from about 50 years ago; 100 years ago there was no “work day,” she said. Awareness, however, can lead to change. These micro dynamics create a workplace culture that reinforces a divide between men and women. “On average, full-time working women earn just 77 cents for every dollar a man earns.” (Whitehouse.gov 2014).
Additionally, a stigma is still associated with workplace flexibility. Flexibility often is seen as a woman’s issue. If women leaders act like men, they are perceived negatively because they are not acting in ways consistent with their gender role. However, if women act too much like women they are not seen as effective leaders (Northouse, 2013). Organizations are continuing to reinforce these norms and society is playing a large part in it as well. The days of not working on a Sunday are a part of the past. Parents that work from home while still taking care of children and housework are more prevalent that ever.
A great change would be if workplaces made employees feel as if they have to hide or downplay a part of their identity—known as “covering”—that might put them in disfavor with the boss or fellow workers. A mother, for example, might not display photos of her children at work because she fears it would cast her as someone with outside commitments that could trump accepting an assignment or promotion.
References
Whitehouse. Gov (2014), Online. Retrieved from: http://www.whitehouse.gov/equal-pay/career
Northouse, P. G. (2013) Leadership Theory and Practice. 6th Ed. Sage Publications.
Matthew David Barnes says
Your look at the differences between men and women in the work place through the lens of the “nurturer” tag is certainly an interesting and apt approach to the topic. My own take on the subject of leadership and diversity briefly touched on the topic of the nurturer role but I did not go nearly as in depth on the topic as you did. That said, I think after viewing your post, it was certainly something that may have added to my own response on the subject this week.
As you correctly point out, the tags that we are labeled with – even if they are innocent and off the cuff remarks – are ones that stick with us. Calling a female employee “warm,” for instance, can absolutely take on a negative connotation in the work place. “Warm,” obviously is not a bad thing but to some may draw a conclusion that one “means well but is ineffective,” for instance. If the remark leads to that reputation, it was has stuck and will be hard to shake off. And, of course, if a woman tries to give herself a makeover that will see her perceived as “confident,” or “independent,” she risks broaching the flexibility that you mentioned and hurting herself again.
All said, this may lead to the conclusion that it is a bad thing to be seen as a family woman in the work place, or a “nurturer” as we’ve been discussing. It certainly would be great if a woman did not feel she had to be seen as in the middle – not too threatening but not too incompetent – and “cover” her family nature.
I think this was a good post that touched on some of the lesser ideas from the lesson that cumulatively can become big ones. Because they are less touched upon, the impacts of them may be difficult to see but I believe your summation at the end certainly made it apparent. I would ask one question though. Do you think it is a bad thing that women still take the nurturer role? There is definitely a reason why, sociologically speaking, women are still considered caretakers. Is the role less important now? Or is this simply a look at incorrect perception? I’m interesting in your take.