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Sexism Is Everywhere

2023/12/4

Women at Work

AI Deep Dive AI Chapters Transcript

People

Amy Bernstein

主持哈佛商业评论的《Women at Work》播客，专注于工作场所心理健康和职业发展话题。

Amy Gallo

通过播客和媒体贡献，帮助女性应对工作场所中的心理健康挑战。

Katie Coffman

Michelle Duguid

Topics

Amy Gallo: 本期节目探讨了工作场所普遍存在的性别歧视问题，它以隐蔽的方式存在于各个方面，例如对女性外貌和行为的期望、公司的不公平政策以及经理的评价等。识别性别歧视具有挑战性，因为它往往难以判断，容易导致自我怀疑。 Katie Coffman: 我在职业生涯中大部分经历都积极正面，很少感受到偏见带来的负面影响。但我也经历过一些小事件，例如在会议或社交场合，人们更容易将问题或发言机会给予我的丈夫而非我。在处理负面反馈时，我会尝试从反馈中寻找有用的信息，并根据反馈来源是否可能存在偏见来调整我的应对方式。即使你能够接受某些行为源于无知或愚蠢，记录那些可能存在偏见的人的信息仍然是有益的，以便更好地保护他人。我刻意避免过度思考，并通过反思事件的实际影响和目标来帮助自己放下。某些事件会挑战我的自我认知，让我陷入长时间的反思，例如收到一封非常粗鲁的邮件。面对不公平对待，我通常会先删除邮件或信息，然后通过书写来梳理情绪和想法，最终决定是否回复。过度关注潜在的偏见可能会导致不快乐，并错过有益的反馈。在与同事沟通时，我会尝试从共同目标出发，并分享自身经历，以促进理解和合作。如果直接指出偏见并不能有效改变现状，可以尝试通过其他方式来对抗偏见，例如参与员工资源小组或与其他女性同事建立联系。 Michelle Duguid: 我经常遇到自己的想法被他人窃取的情况，即使对方承认我的想法，最终功劳也归于对方。区分有意为之的偏见、无意识的偏见和无知的行为很重要，这三种情况的应对方式有所不同。纠结于潜在的偏见并不能解决问题，与其纠结，不如思考如何改进或寻求他人帮助。我通常不会直接指责他人存在偏见，而是尝试通过幽默或委婉的方式纠正错误。如果需要，我会私下提醒对方其行为可能造成的负面影响，并建议其道歉。在面对信息缺失的情况时，我会尝试减少模糊性，明确成功标准，并主动与经理沟通，明确绩效目标和标准。在薪资谈判中，我会强调公平，而不是直接指责对方存在偏见。建立明确的规则和制度可以帮助减少无意识偏见的影响。我们需要在信任直觉和避免自我否定之间取得平衡，不要因为害怕被认为是过度敏感而忽略了性别歧视的现实。我们对自身和他人行为的理解可能并不完全准确，需要通过设定目标、检验假设等方式来做出更明智的决策。 Amy Bernstein: 在处理性别歧视问题时，需要明确目标，避免过度思考和自我否定。识别性别歧视并采取应对措施非常重要，但不要过度纠结于此，而应关注目标和解决方案。

Deep Dive

Chapters

The podcast starts by acknowledging the pervasive nature of sexism in the workplace and the difficulty in identifying and addressing it. Two experts share their experiences with ambiguous situations, highlighting the challenges of discerning bias from other factors. They discuss the importance of self-reflection and seeking external perspectives to process such experiences.

Difficulty in identifying sexism in ambiguous situations
Importance of self-reflection and seeking external perspectives
Challenges in discerning bias from other factors

Shownotes Transcript

Sexism is everywhere in workplaces, from people’s expectations about how women look and act to companies’ inadequate or unfair parental leave policies. Still, it can be shocking when you realize—or suspect—that you’re the target of that bias. Perhaps you sense someone is interrupting you over and over because you’re a woman. Or, you receive an end-of-year rating that just doesn’t align with your actual performance, and no one can (or will) explain the discrepancy.

Is there any way to know for sure whether something that a colleague or client did—or neglected to do—is sexism? When is confronting that person worth it? And if you’ll never know what drove their actions, how do you make peace with the uncertainty? Amy G talks through these questions with two professors who study perceptions and gender stereotypes.

**Guest experts: **** **

Katie Coffman is an economist and professor at Harvard Business School, where she studies how stereotypes impact our beliefs about ourselves

Michelle Duguid is a professor and the associate dean of diversity, inclusion, and belonging at Cornell.

**Resources: **

“Dismantling ‘Benevolent’ Sexism),” by Negin Sattari et al.
“Unconscious Bias Training That Works),” by Francesca Gino and Katherine Coffman
“Why Most Performance Evaluations Are Biased, and How to Fix Them),” by Lori Nishiura Mackenzie et al.
“Research: How Bias Against Women Persists in Female-Dominated Workplaces),” by Amy Diehl

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Sexism Is Everywhere 47:45 Share

Women at Work

Deep Dive

Shownotes Transcript

Sexism Is Everywhere