Ways in which organizations balance power in favour of men by Sandi Mann

Some ways in which organizations balance power in favour of men are described below:


  1. Encouraging workers to spend long days at the office, making it difficult for women who have family commitments.
  2. Scheduling meetings at inaccessible times, for example breakfast – this may be difficult for women with families.
  3. Discriminating against women in selection; this creates and enforces a male majority. According to Kottis (1993), those who run large organizations have a tendency to support and promote people who resemble themselves. Moreover, although men may not admit it, their views about women’s attributes, capabilities, roles and aspirations may be outdated.
  4. Talking about matters which the woman cannot easily share in, for example football. The male majority bias mentioned above favours this.
  5. Using derogatory language or jokes – again more pronounced with a male majority.
  6. Holding “informal” meetings or conversation in locations inaccessible to women, e.g. toilets, private clubs.
  7. Having inadequate or no child-care facilities.
  8. Having a poor policy on women returnees, e.g. by demoting them.
  9. Insistence on social participation, e.g. in maintaining networks through mixing socially, staying out late for a drink or playing sport.
  10. Maintaining the status quo through internal promotion; if the workforce is already male dominated, this bias is reinforced.


Do you face this problems at work? How did you deal with it?


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