Recently I watched a male attorney speak to opposing counsel (a female) in a condescending, chastising manner that I cannot imagine he would have used if he had been speaking to a male attorney. Her male colleague, who was standing right next to her, said nothing. I said nothing. And the female opposing counsel said nothing in her own defense.
During an emergency custody hearing a female friend of mine who practices family law pushed back on the terms proposed by opposing counsel, an older male. Opposing counsel shook his head and muttered “every time with female attorneys.” When my friend asked “what did you say?” he responded, “nothing, just talking to myself.”
We all know that discrimination based on gender is prohibited in the workplace. We can’t refuse to hire or promote a woman simply because she is a woman. We can’t prefer a male over a female solely on that basis. We can’t do that because the law won’t allow it.
But what about the much more subtle, and yet maybe more pervasive, forms of discrimination that women experience every day, such as the examples above? What about being expected to laugh demurely when a male judge referred to me as “kiddo” in front of a jury? What about criticizing women based on appearance instead of their qualifications or capabilities (“she’s such a fat slob” instead of “she’s incompetent”)? What about the female told to “stop overreacting” or to “calm down” when she advocates fiercely on behalf of a client? And what about all of us who silently tolerate these types of behavior?
In many (although certainly not all) professional environments, blatant gender discrimination is the exception, rather than the rule. However, more subtle forms of gender discrimination are ignored, shrugged off, and even accepted or condoned every day in the workplace. Until we stop tolerating this behavior, gender discrimination will continue to permeate and poison work environments. Not only does this perpetuate gender imbalance in the workplace, it also hurts morale, results in decreased productivity, increases turnover, and promotes inefficient hiring and promotion practices. Accordingly, employers should pay close attention to the day-to-day practices in the workplace and enforce anti-discrimination policies to help ensure that productivity and profitability are not being negatively affected by gender discrimination.