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For example, men saw that there was a programme to mentor women, which they viewed as an affirmative programme to help women’s progress. For men it was the potential and the effort that gave them a sense of well-being.For women their conclusion of dissatisfaction was based on performance.How do you solve a conflict between two parties if one of the parties does not believe there is a problem, or only recognizes it as a small issue, while the other party sees a large and continuing problem?
Our window to the world is shaped by experience, hopefulness, unconscious beliefs, personal filters.
The challenge becomes how to reconcile opposing and strongly held beliefs in the interest of improving a situation. I am constantly intrigued by statistics that show opposing reactions toward women’s career progression and gender parity.
When asked about major caregiver roles, 75% of the men believed their wife would take on most of the responsibility; 50% of the women thought they would take on most of this type of work.
(Ironically, in reality 86% of the women took on the major caregiver roles, exceeding men’s expectations!
Among women and people of colour, only 21% agreed with that positive rating.
Understanding the different viewpoints What causes this discrepancy of world view? I posed the latter question to Judith Resnik, Arthur Liman Professor of Law at Yale Law School.
Based on their experiences, men might be more likely to achieve those work goals; women, on the other hand, may have experiences that create a diminished sense of satisfaction.
Given these feelings of dissatisfaction in the workplace, women may have a lower threshold when it comes to deciding whether to leave the world of work or not.
Focus groups and internal workforce surveys disaggregated by gender (or other salient identities) can help.
The leadership may believe, looking through their lens, that the organization has strong programmes for hiring, evaluation and feedback, career development and promotions, access to critical assignments, mentoring and sponsoring, and other inclusive practices.