The Bad Gets Worse and the Good Gets Better:
The Different Experiences of Women and Men in Non-Traditional Occupations
BLOG POST BY SEPI PARVIZIAN
Leila has always loved working with her hands and prefers being outdoors. She decided to become a construction worker. On the other hand, Collin has always been highly empathetic and prefers working with others. He decided to become a nurse. Should these two be treated differently because of their career choices? Does choosing to go into either of these non-traditional occupations warrant experiencing different workplace outcomes? While you may think not, research tells a different story.
What do women in male-dominated occupations experience?
It comes as no surprise that women face issues in the workplace. Research has shown that women may experience concerns such as lower pay and sexual harassment on a regular basis at work. However, when women are in male-dominated occupations, such as engineering or top leadership, these issues are magnified.
A 2008 study by Schilt indicates that women may be excluded from male-dominated workplaces because men in these positions will often normalize and partake in stereotypically ‘male’ behaviour. For example, coarse language, strong sexual language, and heavy drinking are often present. Schilt explains that this may happen because men want to mark their territory and resist changes in the workplace, such as the addition of a woman.
This points to the ‘boys’ club’, which experts explain is an informal network of men (primarily white men) who stop women from being included in various workplace activities or social events. For example, in a 2019 study by Kreiss and Adams, women in the male-dominated field of political technology described being excluded from important workplace meetings, staff mixers, and email correspondence. As a result, women may feel isolated at work.
A study published in 2017 by Ibáñez points to another issue, which is that women in male-dominated occupations are often underestimated by others and feel like they have to prove themselves by going above and beyond at work. Ibáñez also explains that women may be given easier positions or tasks because of this, which don’t allow room for growth in their careers.
The underestimation of women’s abilities may also negatively affect women’s perceptions of their own abilities or competence. For example, a 2006 study by Michie and Nelson examining women in information technology (IT) indicates that women in these positions are more likely to report lower levels of self-confidence in their abilities than their male counterparts do.
A separate problem women face concerns pay. In Canada, experts explain that the average women makes approximately $0.83 for every dollar that their male counterparts make. However, for women in male-dominated occupations, this gap is even larger.
For example, a 2017 study by Sassler and colleagues explains that for science, technology, engineering, and math (STEM) workers in the Silicon Valley, the median salary for men is $90,000 a year, while for women it is merely $56,000. Many women who are caught in this predicament are also unable to negotiate their salary because they may be denied or regarded poorly by others if they do.
Another issue, which has started to get a lot of media coverage in light of the #MeToo movement, is sexual harassment in the workplace. Experts suggest that women in male-dominated occupations may experience sexual harassment more often than women in other occupations. In a 2012 study, McDonald explains that this may occur because some people believe that women who go outside of their traditional roles or personality characteristics need to be punished. McDonald also states that women in these roles are more likely to be the only woman in a group of men, which places them in a vulnerable position for harassment.
What about men in female-dominated occupations?
On the other hand, men already experience advantages in the workplace, such as being paid more and given more access to promotions. However, when men are in female-dominated occupations, such as eldercare or teaching primary, these benefits are amplified.
A 1992 study conducted by Williams identified that men in female-dominated occupations are likely to encounter a phenomenon known as the ‘glass escalator.’ The glass escalator suggests that men have an easier time excelling in female-dominated occupations, and are often prepped for success. For example, male nurses report being fast-tracked into leadership positions instead of their female coworkers.
The glass escalator also indicates that men in female-dominated occupations will receive a higher salary than their female counterparts, despite being part of the minority in the workplace. For example, a 2016 study by Muench and colleagues explains that, in the United States, male nurses earn an average of $5,100 more than their female counterparts each year. Muench also reported that this difference was found regardless of job position, as well as other factors such as work hours and employment experience.
Men in female-dominated occupations are also often treated more favorably by others. A 2004 study by Simpson suggests that men in such positions are treated well by their female coworkers. In fact, some men report that they are given preferential treatment by their female coworkers, such as being excused without penalty when they make mistakes or are late to work.
Simpson’s work indicates that men are also thought to have a higher level of expertise in their careers. For example, in the case of primary school teachers, male teachers report being trusted with larger, or more difficult classes than their female coworkers. Male nurses also report being turned to and having their word trusted over their female coworkers when interacting with patients or other medical professionals, such as doctors.
Why might this happen?
Experts explain that we have subtle gender biases that disadvantage women and favour men. While men are often regarded highly and taken under older women’s wings in the workplace, women in male-dominated occupations experience the unforgiving end of a subtle gender bias called ‘the double bind’. This occurs when women are expected to display communal behaviours (e.g., warm, nurturing, and kind) while at the same time displaying agentic behaviours (e.g., assertive, self-confident, and strong).
In this case women must prove that they have characteristics such as determination which are synonymous with many male-dominated occupations in order to meet the expectations for that role. At the same time, they must soften their behaviour with caring or nurturing behaviours in order to meet the conditions of being a female.
Experts explain that this not only creates unrealistic expectations for women that they cannot meet, but also creates an underlying issue that allows very few women to succeed in male-dominated careers.
Ultimately, it is clear that until the proper steps are taken to ensure that women are treated fairly and in an unbiased manner by others in the workplace, they will continue to be at a disadvantage in non-traditional occupations – unlike men are.