Women are still facing prejudice due to prejudice
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If you work in a large company, university or large organization, you have probably attended mandatory training sessions on fighting gender and racial discrimination in the workplace. Employers are making continued efforts to promote diversity, equality and inclusion in what is known as the DEI Policy…
If you work in a large company, university or large organization, you have probably attended mandatory training sessions on fighting gender and racial discrimination in the workplace. Employers are making continued efforts to promote diversity, equality and inclusion in what is known as the DEI Policy… But, if studies are to be believed, these efforts are not having any impact on unintentional discrimination which eventually turns into overt discrimination. I am a professor and physicist by profession and have been working in the university for 30 years.
I also read and speak about discrimination in the fields of medicine and science. Like most female colleagues, I have personally witnessed and felt gender discrimination on several occasions throughout my career. However, two things have changed in recent years. First, years of study on effective intervention in modern training programs are beginning to show their impact. Secondly, I see that people are also slowly changing and now people are more vocal in dealing with discrimination and harassment etc than earlier. Taken together, these changes give me hope that perhaps even the medical field is trying to make progress in the fight against discrimination.
I conducted a study to understand what is ultimately holding women back in their careers, I spoke to over 100 men and women, including high-ranking people in medical education. Dozens of people in my studies have told me stories about ‘DEI’ (diversity, equality, inclusion) policies that, while well intentioned, are not getting the desired results. For example, the recruiting committee is encouraged to diversify the number of candidates for appointment to any position.
In my study, I found that hiring or promoting a woman or a person from an under-represented group is viewed by the employer committee as “meeting a quota” or as an “image-building move” and the committee Such steps are understood to put pressure on their ability to select the best candidate for the position. One male faculty member I spoke to claimed that his new colleague had been hired “just because she was female,” even though she was equally qualified as other male candidates.
Such backlash is a major reason why despite policies being implemented, problems are not being resolved and women are getting fewer promotions than men. It is also clear that direct gender discrimination is happening as well. In a study I published in 2021, people told me how a male head of a department put a dog leash on a female colleague’s desk and how a female candidate for a higher position was asked by the head of the hiring committee Was criticized for not being “warm and fuzzy”. Trainings are failing to eliminate such discrimination.
Disclaimer:IndiaTheNews has not edited this news. This news has been published from PTI-language feed.
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