Dylan Gibbons reports on a recent finding from the Harvard Business Review:
A new study published by the Harvard Business Review shows that in addition to men’s growing fears about women in the workforce and potentially being falsely accused, women are becoming more aware of the backlash and are actually less likely to hire certain women, specifically attractive women.
“Most of the reaction to #MeToo was celebratory; it assumed women were really going to benefit,” said Leanne Atwater, a management professor at the University of Houston. However, Atwater was skeptical. Rather than seeing an endless trail of steps forward before her, she and her colleagues forecasted a backlash.
“We said, ‘We aren’t sure this is going to go as positively as people think — there may be some fallout.'” And so, they tested their hypothesis.
The study began in early 2018. Two surveys were created, one for men and one for women. These surveys were then distributed to workers in various professional fields. In the end, they collected a large amount of data from 152 male and 303 female responders.
According to the study, 74% of women now say they are more willing now to speak out against harassment, while 77% of men anticipated being more careful about potentially inappropriate behaviour.
As for the idea that men do not know what constitutes harassment, the researchers found the opposite was true. Both genders appear to both know what constitutes harassment, and women may be more lenient with some of their own definitions of what constitutes harassment.
According to the report, “The surveys described 19 behaviors — for instance, continuing to ask a female subordinate out after she has said no, emailing sexual jokes to a female subordinate, and commenting on a female subordinate’s looks — and asked people whether they amounted to harassment.”
“Most men know what sexual harassment is, and most women know what it is,” Atwater says. “The idea that men don’t know their behavior is bad and that women are making a mountain out of a molehill is largely untrue. If anything, women are more lenient in defining harassment.”
Another recent action intended to increase the number of women in STEM subjects at an Australian university — by selectively lowering academic standards for admission — will almost certainly not achieve its stated goals, but will work to increase negative views of those women in the working world:
[A female engineer] also rightly points out that this lowering the bar for women is unfair to men losing the university places to women with lesser qualifications.
She points out that male students will notice that women are struggling more with the course material — the women allowed in because the bar was lowered.
She feels this is a net negative for women in the engineering sector in general, and I have to agree.
How, she asks, can employers be expected to see a woman’s engineering degree the same as a man’s if the employer knows the women got a break getting into the program?
She uses the term “positive discrimination” to describe the leg-up practices, and I really prefer that to “affirmative action” to describe it because the word “discrimination” is plain in it. And that’s exactly what it is. Discrimination against qualified people that will ultimately harm women who are qualified.
As she puts it, the only way to ensure that a woman’s qualifications mean as much as a man’s is to have equal hurdles for women.
I’m completely with her.
