In 1983, the world was humored by the antics of Michael Keaton in Mr. Mom, a movie about a breadwinning Dad who loses his job and is forced to stay home and switch roles with his wife who returns to work. Hilarity ensues showing the discomfort this Dad has with being home while his wife fights to be respected in the workplace, showcasing her new tuna advertising campaign directed at America’s housewives.
This comes to mind as I read an article in Forbes magazine focusing on women who hold leadership roles and the companies that promote this. This article postulates that focusing on creating equal opportunity for both sexes is not happening because it’s the right thing to do, but rather because it’s the competitive thing to do (Clancy, 2014). Opening the door for men and women increases the chance for creative competition within a company and this diversity forces the perspectives of both genders to be considered, ensuring the company is making product and marketing choices that are meant to attract the right kind of buyers (think: Schooner Tuna ad created by a housewife, for housewives, in Mr. Mom).
Why all the focus on gender, though? Are the sexes really that different in how they work? And is the sentiment that women are best suited to handle domestic matters while men are most comfortable and productive in a secular role a stereotype still honestly held today?
Apparently so – at least in certain circles. This week, we learned about the Social Dominance Theory. This theory explains that humans are organized in status hierarchies, which are perpetuated through social acceptance. Age and sex determine the first two ranks while arbitrary datasets such as values, religion and laws set the third. This is then substantiated by social dominance orientation, or the belief that one group out-ranks another. In other words, if someone says that group A is better than group B, then this is only as true as group A and B allow it to be. If group B accepts group A as superior, the truth is legitimized. If not, it is debunked. For centuries, “truths” have been set to indicate that women are inferior to men in some way and for at least this long, there have been women working to prove this is not the case.
Women are considered to have a “Glass Ceiling,” or limit to their upward mobility. This can be a result of organizational barriers, interpersonal barriers or personal barriers (L13, p.5). One of the largest differentiators for how men and women accomplish their work is through the techniques employed by them. While women typically seek to build a consensus amongst the group for decision-making, men are more apt to manage in an autocratic nature, building a reputation of dominance and authority. When women cross over into simply adopting this male-dominated persona, it isn’t often well received (L13, p.3). This has left them with the daunting task of crafting a new face to leadership – one that shows results can be achieved a variety of ways and also that kindness should not be mistaken for weakness.
As a women in my 30’s, I experience this every day. I work in a still very male-dominated industry. But at the top of the house, I’m finding more and more female leaders. The results are exciting, but slow. Like many women my age, I’ve read (and re-read) Lean In by Sheryl Sandberg. I stop and listen when Christiane Amanpour reports on a world event. Erin Burnett made me not only care about, but understand, finance in a way that no one else could have during her time with CNBC. These women are amazing. But so are many, many others who don’t have this same level of notoriety.
Something I hope to see in my lifetime is the point in time where gender goes unnoticed in the workplace. When women stop winning roles due to their “minority” status and performance outranks all. One day, I’d like my daughter to watch Mr. Mom and wonder, “Who thought this crazy thing up?!”
Pennsylvania State University World Campus. (2011). PSYCH 484 Lesson 13: Leadership and Diversity. Retrieved from: https://courses.worldcampus.psu.edu/sp14/psych485/002/content/13_lesson/01_page.html
Clancy, Susan. (2014, April 21). Do Men Really Want Women On The Leadership Track?. Retrieved from:
http://www.forbes.com/sites/85broads/2014/04/21/do-men-really-want-women-on-the-leadership-track/
Alicia McCormick says
What wonderful post! I was recently introduced to Sheryl Sandberg and Lean In. In association with PWC, they held a webcast on. Thursday, it was great. I have yet to read the book but her attitude, accomplishments, and speech were enough to inspire me to not fear being who I am, no matter what anyone else thinks or says (or doesn’t say).
My concerns for the forward movement of women is because of the gender stereotypes and socialization taught throughout childhood. Even in my own home, and I consider myself a modern woman, there are gender roles in the habits and chores we do. The social hierarchy has been slowly changed yet there is so far to go!
I also hope that my daughter goes on to never see gender as an issue in the workplace. I dream that she will pursue whatever her heart desires without fear of encountering the many barriers that women do. Wonderful post:)
Jennifer Marie Wythe says
What a great article! This was one of my favorites to date. I can’t help but think of the song, “Mr. Mom” by the Country group Lonestar when I read this (and the title).
“Lost my job, came home mad
Got a hug and kiss and that’s too bad
She said I can go to work until you find another job
I thought I like the sound of that
Watch TV and take long naps
Go from a hard working dad to being Mr. Mom”
The media is obviously playing a part in reminding everyone of the role of women versus men.
I use to work for a company that had many of the top roles filled with women. Of course it was looked down upon that a woman had such a powerful role but she did a better job than any man I had ever worked for! I hope some day the “Mr. Mom” mentaility will be a thing of the past as well!!