Why Does Gender Matter When CEOs Issue Organizational Apologies?
Gender bias is alive and well.
“Participants held fairness to a higher standard for the female CEO.”
This research finding is specifically about when a CEO is male or female and issues an apology on behalf of the organization.
Why are we still holding men and women to different standards?
Do you? (How do you know?)
What can you do to even the playing field and making it more fair? (I’ve mentioned them before, but two great ideas are to mentor the women in your organization and to do decided performance and promotions through the use of rubrics*, which can be more objective than reviews based on personal observations and interactions.)
* A rubric is a guide used for evaluation. For each item to be measured, there are specific criteria listed under each measurement. For example, under Follows the Dress Code, a score of 1 might include details like clothes are often dirty or torn, regularly wears shirts with words that are vulgar or inappropriate for our clientele, and has been spoken to about their appearance on multiple occasions and does not make changes; a score of 2 might include items like clothing is clean and in good repair, shoes are appropriate for the work to be done, can be counted on to make a good impression with clients/guests; and a score of 3 might say employee always looks ready for an impromptu meeting with a VIP, tattoos are appropriate to the workplace or are discreetly hidden under clothing, and any odors are pleasant and not overwhelming. Rubrics can be adapted to whatever form of assessment and measurement/review you currently use.