Looks at six main bias barriers women face at work and how leaders,
allies, and women can overcome them. Gender bias is a powerful but
hidden force that holds women back, keeping them from achieving
their full potential and limiting organizations from achieving the
creativity, problem solving, and growth that are possible with a
gender diverse workforce. But you can’t fix what you can’t
see—and you can’t solve a complex problem unless you truly
understand and properly define its component parts. In this
revealing new book, Amy Diehl, Ph.D. and Leanne Dzubinski, Ph.D.
shine a new light on the barriers that form the structure of gender
bias in the workplace. Through their original research, they have
discovered six core factors, and even more subfactors (some of
which they have given name to for the first time in the gender bias
literature). They describe each of the six overarching barriers
women face; illustrate each with real-world examples and stories
shared by women in their study; and explain the consequences of
that specific barrier. To better understand all that causes gender
bias, Drs. Diehl and Dzubinski created a survey instrument, the
Gender Bias Scale for Women Leaders, comprised of scale questions
derived from the authors’ previous research. Using factor
analysis, they discovered underlying themes behind workplace
barriers, revealing the six primary barriers. Next, they conducted
qualitative content analysis of women’s stories from public
sources to confirm their six-barrier model and identify the many
subcomponents of each. Their findings and analysis present a new,
important, and richly detailed blueprint of gender bias. Based on
their research findings, Drs. Diehl and Dzubinski document,
describe, and explain: • How male privilege results in a
workplace built by men and for men • How women encounter
disproportionate constraints in that workplace, expected to play
supportive roles to men. • The surprising ways in which women
have experienced insufficient support, based solely on gender. •
The concept of devaluation, and its consequences for both the
target and the organization. • How women face overt hostility at
work merely by virtue of their gender. • How the above barriers
lead to acquiescence, which occurs when women internalize the
obstacles and adapt to the limitations.
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