Stereotypes In The Workplace

This paper is based on an experiment we were asked to conduct in class. It’s based on occupations, and gender. The purpose of this experiment was to preview a list of occupations, and quickly answer male or female to each occupation, and then ask another participant from another culture other than my own to do the same, and compare the similarities or differences in our responses, by explaining any patterns in our responses. To discuss how our differences in our cultural backgrounds affect our perceptions on the gender roles of those occupations, and provide research on how to minimize future stereotyping within organizations.

Gender and Culture Stereotype Relationships

“Stereotypes are qualities that are placed on groups of people based on

My answer was both women and men. For babysitting I quickly responded with female, and for system engineer man. I found that it’s more a women’s job to babysit as a profession, because mothers prefer women over men for many reasons. Many of them for the child’s safety. In today’s day and age there are too many cases sexual abuse amongst children. Being a mother myself, I’m more comfortable with a women sitter. As for the service engineer in all honesty, I wasn’t really sure what it entailed in a professional manner, so my first response was a man’s job. As for all other’s I believe gender doesn’t matter, because of how I perceive the world to be. I wasn’t raised by my family for a long time, I learned values, beliefs, virtues, and my identity through my own personal life experiences. I learned from friends, strangers, my community, and through my own views, and opinions of how people treated me, and vise-versa. Even though my family beliefs and values believe that women belong home, and men working and rule the household. I did not hold the same beliefs. I was not taught this, because I learned my beliefs, and values solely on my own. I come from a multicultural background, from Spanish, Irish, German, Dutch, etc. I believe that all people are equals, the only differences I

The first step to reducing stereotyping in the workplace must begin with “educating employees and managers”, because many “individuals don’t realize they maybe stereotyping another person” (Branter, 2006). This can be done by “offering educational programs on stereotypes”, and “provide the employees with skills to self-monitor his or he perceptions” (Branter, 2006). “Placing employees in gender diversified groups” is another way of “avoiding stereotyping” because it “exposes them to other genders”, “promoting them to change their preconceived notions” (Branter, 2006). “Implementing evaluation standards”, “with explicit rules elucidating how those evaluations criteria is weighed”, and include a “check and balance system to reduce gender stereotyping and discrimination within the organization” (Branter, 2006). This can be done by “offering” rewards, “raises”, “promotions”, etc. (Branter, 2006). Most important “hire people” based on skills, not on the “opinion of others”. Last but not least “acknowledge and portray images that contradict stereotypes within that organization”. An example if offering an award for a masculine field, also offer an award for recognition for success in case women are presently employed in the same