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WOMEN IN BUSINESS

Hidden in plain sight: Women face subtle

forms of discrimination and bias in the

workplace

By The Conversation |
by Laura Doering, Associate Professor
of Strategic Management, University of
Toronto, Andras Tilcsik, Professor of Strategic
Management, University of Toronto, Jan
Doering, Assistant Professor of Sociology,
U of T.

Gender discrimination remains a
pervasive issue in the workplace. While
obvious cases of discrimination against
women — like sexist comments or the
systematic underpayment of women —
dominate headlines, there are subtler,
more insidious forms of discrimination
that often go unnoticed.
Take Kelly, for example, a seasoned
marketing manager we recently The project uncovered myriad tales of We designed an experiment in which
interviewed as part of a workplace women grappling with incidents that might participants were exposed to the same
discrimination project. Kelly had diligently have been driven by bias but were cloaked discrimination incident, but at diff erent
worked towards a promotion, only to in uncertainty. Their stories encompassed levels of ambiguity. Some participants
witness her junior colleague, Mark, receive a wide spectrum of experiences, ranging experienced the incident as clear-
it instead. This led her to wonder if Mark from daily microaggressions, such cut discrimination, whereas others
genuinely outperformed her, or if there as being ignored during meetings, to experienced it as ambiguous.

was something more nefarious at play. significant career milestones, like missing The experiment revealed that when a
Kelly’s quandary isn’t unique. It reflects out on promotions. situation is clearly discriminatory, women

a pervasive, subtle challenge faced by Most of the women we interviewed are more likely to turn outwards by
women in many fields: incidents tinged wrestled more with ambiguous incidents speaking to human resources, consulting

with potential gender bias, yet ambiguous than with overt discrimination. with supervisors or seeking advice from
enough to defy clear categorization as Like Kelly, 74 per cent of the women we diversity and inclusion groups. This sort
discrimination. surveyed reported that they had struggled of action not only addresses the issue
It’s easy to condemn blatant discrimination with such ambiguities in the past year. at hand, but also sets the stage for
organizational change.
because of how obvious it is. But Only 64 per cent said they had faced
discrimination doesn’t always reveal itself clear-cut discrimination. These aren’t just But when an incident is ambiguous,
so openly; instead, it can be a spectre numbers; they represent the silent battles women tend to turn inwards. They try
looming uncertainly in the background. and moments of self-doubt that many to adopt a more formal communication
Get news that’s free, independent, and women experience. style, work harder or draw more attention
based on evidence. to their achievements. While this may
Responding to possible help them navigate discrimination in the
Examining ambiguous discrimination short term, it does little to catalyze the

incidents Following ambiguous incidents, many kind of systemic change necessary to
foster gender equality.
Our recent research aimed to investigate women reported feeling confused or
women’s experiences of ambiguous frustrated, often ruminating over their A call to leaders and allies
incidents in the workplace. Seeking to experiences and struggling to make sense What can leaders and allies do to help?
understand the issue from multiple of them. But, as we found, ambiguous
angles, we conducted interviews, a survey, incidents had more than just emotional First, we all need to shatter the silence
and an experiment. impacts. that surrounds these incidents.

30 Winter 2024 www.cambridgechamber.com