Unfortunately, even in this day and age, women still face challenges in male-dominated fields (like finance, technology, engineering, and construction). Not only is it disappointing and disheartening; those challenges take a real toll on the women affected by them - and the workforce at large.

Effect of Gender Bias on Women

There are a plethora of ways gender bias affects women’s mental and physical health as well as their sense of wellbeing. Some of that toll include:

• Pay inequity - It’s downright insulting that a woman performing the same job as a man makes less. Furthermore, this inequity leads to financial stress and feeling undervalued.
• Lack of advancement/promotion - When women are passed over for promotion and leadership positions for a male candidate, it causes them to feel underappreciated and stuck - a particularly unpleasant and uninspiring way to feel professionally.
• Overall workplace bias - Often women experience inaccurate assumptions about their capabilities and have to deal with negative attitudes and stereotypes. In that work environment, women tend toward feelings of discrimination on the basis of their gender.
• Inherent organizational issues - When it’s the workplace policies themselves that affect women (like child/eldercare and women-specific needs) that are not addressed in a way that allows them greater flexibility to manage work and life, it seems the organization is stacked against them - and that’s a bitter pill to swallow.
• Lack of mentorship - Without adequate access to role models and support systems in their field, it’s difficult for women to flourish professionally.
• Chronic feeling of inadequacy - Over time, the isolation and stress of working under gender bias can lead to anxiety, depression and professional burnout.

Effect of Gender Bias on Employers

Not only the women experiencing gender bias are affected by it; employers themselves are impacted in these ways:

• Employer hiring bias - When afflicted with such bias, employers are more likely to hire men rather than women - even when they are equally qualified to hold the position. This leads to a less diverse and inclusive workforce, especially in leadership positions.
• Retention issues - Women who feel professionally undervalued are more likely to quit and/or find another job rather than deal with the challenges associated with feeling less-than or who are tired of the discrimination, lack of advancement opportunities, harassment and a general lack of support and respect. That employee turnover is costly and cumbersome to deal with.
• Sub-par workforce - Lack of workplace diversity and inclusion leads to not having the best, most qualified employees working for an employer.

What can be done?

If there was a magic wand to make gender bias disappear, the barrier that exists for women in male-dominated fields would cease to cause issues. Since that’s not going to happen, let’s look at some strategies that can help improve the situation.

How women can advocate for themselves

Education and skill development to build knowledge and expertise so they are always the most qualified candidate for any position.

Seek out mentorship, professional relationships and organizations for intel and insight to empower women in their industry.

Do everything possible to prove that being a woman is an asset rather than a drawback. Leverage women’s "soft" skills, unique perspective and viewpoint to introduce fresh approaches to projects and problem-solving.

Assertively self-advocate, confidently express their opinions and ideas and be the first one to step up to a challenge or leadership role.

How employers can advocate for women

Basically, do the opposite of what creates the gender bias stress mentioned above for women, plus measures such as these:

• Ensure a diverse hiring panel who recognize talent and skill with less unconscious bias.
• Assess candidates according to qualifications rather than gender. This tack can be aided by using gender-neutral language and avoiding describing job requirements in terms that may skew toward a particular gender.
• Diversify recruiting pools to ensure a wide range of candidates are considered for a position.
• Encourage self-awareness by providing training that helps employees - and management - recognize and check their own biases. Complementary training on gender equality, diversity and inclusion would really drive the point home.
• Ensure employees have equal opportunities for promotion by implementing clear and transparent policies and metrics.
• Make and enforce consequences for discrimination and harassment.
• In general, foster a workplace culture of inclusion and respect for diversity.

Women are an intrinsic, important part of the workforce. Advocacy - by everyone involved in the process of helping them step into their rightful place in business - is the route to seeing their true value, be respected and utilized to its fullest.

How do you combat gender bias in your business?