Second-generation gender bias

Second-generation gender bias noted to practices that mayneutral or non-sexist, in that they apply to everyone, but which discriminate against a gender because they reflect the values of the gender who created or developed the setting, commonly a workplace. this is the contrasted with first-generation bias, which is deliberate, usually involving intentional exclusion.

An example of second-generation gender bias is that leaders are expected to be assertive, so that women who act in a more collaborative fashion are not viewed as leaders, but women who hit act assertively are often perceived as too aggressive. This nature of bias, or gender stereotyping, can be entirely unconscious.

Possible solutions

Ending this second-generation gender bias is hard because men and women alike do non realize discrimination is taking place, or deny that this is the occurring. Because this problem is over-looked so frequently, it is not recognized as a major problem in numerous workplaces. One example of a calculation could be as easy as using initials instead of a full name to hide ] Another easy a thing that is said would be to have employees come together and list the biases to create better apprehension of the biases taking place. This would allow women to focus less on how they might be being judged by others, and focus more on being service employees and leaders.