90% of Corporate Workers Are Biased Against Women

In the modern corporate world, gender bias remains a significant issue, with a staggering 90% of corporate workers exhibiting bias against women.

Despite ongoing efforts to promote equality and inclusivity in the workplace, many women continue to face discrimination that hinders their professional growth and overall job satisfaction. This bias manifests in various forms, from unequal pay and limited opportunities for advancement to everyday microaggressions and undermining behaviors.

The findings were revealed in AND Digital's new 'Rewards & Resilience' report, which surveyed 200+ women leaders in tech roles to highlight the successes and challenges of being a leader in the industry.

The report is endorsed by Dame Stephanie Shirley, author of 'Let It Go', who commented: "This report celebrates the achievements and accomplishments of senior female professionals; suggests a pathway for more women to achieve senior roles and it provides a roadmap for a more gender-diverse tech industry."

The report highlighted significant economic opportunities and potential for independence that a career in tech has to offer, juxtaposed against persistent gender bias. Almost 90 per cent of women leaders love their work, with four in five feeling they have succeeded in their role. Interestingly, only 3 per cent had considered leaving their tech role.

The dual experience of women in tech was showcased by 90 per cent having faced gender bias and over 60 per cent having experienced gender discrimination.

It was found that women have been disproportionately disadvantaged by the pandemic and cost-of-living. In a tech industry that can offer enormous financial, intellectual, career and wellbeing rewards, women occupy just 24 per cent of roles, dropping to a worryingly low 5 per cent in leadership positions. There are two million vacancies in the UK tech sector worth £150 billion to the UK economy.

In terms of rewards, job satisfaction among women in tech is high, with 89 per cent stating they enjoy their job, while 79 per cent they've succeeded in their role.

Women have had to show continued resilience to thrive in the sector, with 10 per cent still experiencing bias and discrimination regularly. Nearly 80 per cent admitted that they have encountered challenges on their journey to becoming a leader. While women in enterprise businesses are more likely to feel unsupported by their organisations in terms of resources and opportunities for upskilling compared to smaller businesses.

Wendy Stonefield London Hub Executive at AND Digital said: "There's been huge progress if you look at the focus on bringing female talent through organisations. But I think in some cases it is forced, a case of people having to demonstrate progress because clients are demanding it. People need to be much more aware of the cultures they create and recognise that bringing real diversity to the table is no longer optional."

'Rewards & Resilience' is the latest in a series of measures by AND to champion the role of women in tech roles. The company is rolling out initiatives to support women in tech, including a dedicated women-in-tech community, the AND She Can programme, and truly flexible working policies. 

Key Issues of Gender Bias in the Workplace

1. Pay Inequality: One of the most apparent forms of gender bias is the wage gap. Women, on average, earn less than their male counterparts for performing the same roles. This disparity not only affects their current financial situation but also their long-term economic stability, including retirement savings.

2. Limited Advancement Opportunities: Women often find it more challenging to climb the corporate ladder. They are underrepresented in leadership roles and executive positions, with biases and stereotypes influencing hiring and promotion decisions.

3. Microaggressions: Everyday interactions can also reflect gender bias. Women may face subtle, yet pervasive, behaviors that undermine their authority or question their competence. These microaggressions contribute to a hostile work environment and can significantly impact mental health and job performance.

4. Work-Life Balance: Gender bias can also influence perceptions about work-life balance. Women are often unfairly expected to prioritize family responsibilities over their careers, leading to biased assumptions about their commitment and availability for high-pressure roles.

5. Mentorship and Sponsorship: Access to mentorship and sponsorship is crucial for career development. However, women often have fewer opportunities for mentorship compared to men, limiting their growth and visibility within the company.

Steps to Address Gender Bias

1. Implementing Fair Policies: Organizations need to establish clear, fair policies that promote gender equality. This includes transparent pay structures, unbiased recruitment practices, and equitable opportunities for advancement.

2. Training and Education: Providing regular training on unconscious bias and diversity can help employees recognize and mitigate their biases. Education can foster a more inclusive culture and promote understanding and respect.

3. Mentorship Programs: Developing robust mentorship programs specifically aimed at supporting women can help bridge the gap in leadership representation. Mentorship provides guidance, support, and opportunities for professional development.

4. Promoting Work-Life Balance: Companies should support all employees in achieving a healthy work-life balance. Policies like flexible working hours and parental leave can help change the narrative that only women need to balance work and family.

5. Encouraging Open Dialogue: Creating an environment where employees feel safe to discuss issues of bias and discrimination can lead to meaningful change. Encouraging open dialogue helps to identify problems and develop effective solutions collaboratively.

Women Deserve More Respect in the Workplace

The persistent gender bias in the corporate world highlights the need for continuous efforts to achieve true equality. By acknowledging the issue and taking proactive steps to address it, companies can create a more inclusive and fair workplace for all employees. Reducing gender bias not only benefits women but also enhances organizational performance, innovation, and overall success.