Implicit Bias and Career Inequality
Kandola (2013) describes bias as a predetermined opinion towards others, either consciously or unconsciously. Everyone is capable of bias and Kandola (2013) suggests that individuals who think they are not biased are, ironically, the most biased. According to Kandola (2013), there are three ways of holding bias. The first is that people notice difference, and some differences are more noticeable than others. The second is about how we interpret the world around us, and the third is how we form groups (Kandola, 2013). My Implicit Association Test (IAT) test results suggested a slight automatic association for Male with Career and Female with Family. The way of holding bias that I responded strongly to, based on my IAT results, is our interpretation of the world around us. I can associate my bias with historical associations of females with homemaking and men as career or business people. However, I am surprised by the results because of the milestones achieved towards ensuring that more women join the workforce and the breaking of stereotypical norms associated with males and careers. This bias has manifested in my academic and professional life through coercive power relations. Coercive power relations have a top-down approach where those in authority have more power than others, and can influence the allocation of resources, take punitive measures against those they deem to be below them, and control valued outcomes (Cummins, 2009). Professionally, coercive power relations are manifested through a hierarchical power structure with more men than women in powerful positions. I have witnessed women having to work harder to gain promotions at work compared to men. I have been in a position where approval for a salary increment at work was based on my gender. In the work setting, women are seen as being less aggressive when it comes to negotiating for salary and other monetary benefits. The stereotype associating females with family has also contributed to the difficulty in negotiating for salaries, especially for married women. It is automatically assumed that a married woman does not need a higher salary because their spouse can contribute to household income. Coercive power relations at work also affect the appointment of women to senior positions, which affects decision-making on issues affecting women. It is easier to enforce policies affecting women at work such as maternal leave and flexible work hours, when there are more women in senior positions. With more women as subordinates, there is limited autonomy in decision-making as those in power (typically men) are the primary decision-makers. Coercive power relations have dissuaded some women from joining the workforce and caused others to shy off from seeking promotions and higher pay at work. Coercive power relations have also reinforced the stereotype of women being caregivers and men being providers using pay from their careers. Professional settings characterized by coercive power relations have dissatisfied employees, which may affect productivity. I would be less motivated to work if my request for a salary increase was denied because of my gender. I can manage my bias to create collaborative power relations in the workplace by contributing to policies that ensure women feel valued at work. In my academic setting, I can advocate for the allocation of more resources towards empowering more women to join school as a means of setting them on a career track.