'The management in a male-dominated office may not intend for women to feel excluded and ignored but in accordance with affinity bias, most men prefer to work, mentor and sponsor other men.'
A substantial number of books and articles, dedicated to women’s advancement in the workplace, impart that women aren’t getting ahead in their careers because they’re getting in their own way. Frequent examples include: women don’t ask for more responsibility; women would rather spend more time with their children; and women lack the ambition and confidence to take on a leadership role. However, numerous studies have proven such assertions to be false.
ADVERTISEMENT A 2011 study by Catalyst reported that, “doing all the right things does not level the playing field for women.” So even if a woman possesses all the desired behavioral characteristics, she’ll still be deemed less competent than her male colleagues. Women do ask for a seat at the table, “but it doesn’t get them very far,” said Catalyst CEO, Ilene H. Lang. “Men, by contrast, don’t have to ask.
Affinity bias touches every aspect of how we interact with the world. In a gendered workplace, people are divided into an ingroup and one or more outgroups. The ingroup is made up of the management team and those who are like them, “which means the ingroup is often white, male, able-bodied and heterosexual.” In these environments women exist in the outgroup.
Another damaging element of affinity bias is the expectation that the career paths of future leaders mirror those of current leaders. Which is why gendered workplaces value those who’ve had linear careers and are willing to prioritize work over everything else. Furthermore, senior managers are more inclined to work with people who are pursuing careers in a similar fashion. Ultimately, “career paths that are typical for men, but not for women, are likely to be rewarded.
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