Workplace Sexism: The Subtle Shock of Ordinary Clichés
Ah, the workplace! A veritable jungle filled with clichés, gestures, awkward looks, and “jokes” so old they should come with a retirement plan. If only I had a pound for every time someone thought that a sexist comment was just “harmless banter,” I’d be rich! But let’s not get too ahead of ourselves; the real show here is how these antics take a toll on psychological health. Who knew that workplace “humor” could be so… damaging?
Decoding the Law on Sexism
So, what’s the legal stance on this minefield of workplace nonsense? According to the law, gender-based and sexual violence (or SGBV if you’re feeling acronym-happy) nails it down to any act that violates someone’s dignity based on their sex or gender identity. We’re talking everything from snarky comments to flat-out harassment. In the corporate world, sexism often wears a shiny facade of “ordinary” behavior that somehow becomes the norm.
Here’s the kicker: while you may think you’re just telling a joke about how women can’t parallel park, chances are you’re scratching the surface of deeply-entrenched societal clichés. “But Jimmy,” you might say, “it’s all in good fun!” To which I reply: fun for who? The punchline likely isn’t chuckling in delight at your wit.
What Ordinary Sexism Looks Like
Let’s kick off with some classics. There’s the “friendly” jab at a colleague because you think they’re too “masculine” or “not feminine enough.” Or how about those charming colloquial names? You know, sweet nothings like “my little darling” — I mean, if you want to get slapped with a restraining order, that’s the way to do it.
And let’s not forget the ever-so-common issue of ‘benevolent sexism,’ which is like complimenting someone while also pigeonholing them into clichéd gender norms. “Oh, you’re such a good listener… for a woman!” Just stop! If that comes out of your mouth, you might as well start practicing your apology now.
Individual and Collective Impacts: A Joyous Symphony of Negativity
Now, what does all this mean for our mental health? First off, it’s a recipe for anxiety and resentment. When sexist behavior festers, it hampers professional growth, often resulting in pay gaps and intimidating environments. There’s nothing quite like the thrill of being paid less for doing the same job simply because of your gender. It’s like winning the “unjust workplace award,” but without the trophy!
And here’s some added irony for free: sexism doesn’t just hurt the targeted individual; it creates a fog of negativity that can suck the joy out of office camaraderie, too. Ever witnessed a team of men swapping sexist jokes only to watch the atmosphere sour the moment a woman steps into the room? That’s classic scapegoating at work, friends.
Feeling Safe to Speak: An Elusive Quest
At the crux of it all is psychological security. Employees should feel safe to express themselves without the fear of being sidelined or ridiculed. Instead, sexism sabotages this safe haven, damaging both individual and team morale. As the saying goes, “He who says nothing does not consent.”
So what do we do about it? Well, ideally we’d all wake up and recognize that every snide comment is like tossing a hand grenade into the already boiled-over pot of workplace culture. We need to stop treating sexism like it’s this hidden monster lurking under the desk — it’s out in the open, poking us in the ribs, and it’s high time we did something about it.
Philippe Zawieja, Work psychologist, research director,
Jean-Christophe Villette, Work and organizational psychologist, general director;
Cabinet Balanced Council
Clichés, gestures, looks, “jokes”, but also more serious acts, in the world of work, sexism takes multiple forms. How do these actions impact psychological health at work?
In recent months, the #metoo movement has emerged in hospitals, denouncing sexist actions. What are we talking about?
What the law says
Gender-based and sexual violence (SGBV) encompasses any act committed against a person’s will and which violates their dignity because of their sex or gender identity. These behaviors, which can range from insults to rape in a possibly cumulative manner, form only the tip of an iceberg of which sexism constitutes the base.
In a work context, sexism is defined by a set of attitudes, comments and behaviors based on gender stereotypes and is expressed in various ways: clichés, gestures, looks, “jokes”, remarks, discrimination, violence, murders.
“Ordinary” sexism can, in the world of work, as in daily life, take multiple forms:
– so-called sexist jokes, particularly when told to a work colleague who they make uncomfortable;
– remarks and incivility due to gender: denigrating, degrading or demeaning comments, unevenly distributed speaking time, speech more or less abruptly cut off in meetings, etc.
– criticism mobilizing clichés and stereotypes, for example about a woman who is not enough “feminine” or about a man not enough “manly” ;
– colloquial and condescending names (“my little one”, “my cutie”, “my beautiful”, “my darling”, “my chicken”, “my coco”) ;
– false seduction, via remarks perceived as insistent about clothing or hairstyle;
– “benevolent sexism”, which consists of valuing a person by praising qualities attached to gender stereotypes: the ability to listen or the sensitivity of a woman, the courage or audacity of a man, etc.
– sexist considerations regarding maternity or family responsibilities…
French law considers sexist “any action linked to a person’s sex, having the purpose or effect of violating their dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment” (1). It is not only the more or less openly hostile intention of the author that matters: the feeling of offense felt by the person, whether they are the direct or indirect recipient, is at least as essential. Whether the action is deliberate or not, it is the result, the feeling of humiliation or embarrassment that it produces, which matters, in the direct “victim”, but also in the witnesses of the scene. Because sexist actions can have an impact on psychological health at work, at different levels.
Individual and collective impacts
– In employment matters, sexism constitutes one of the discrimination criteria sanctioned by law. It contributes, for example, consciously or not, to slowing down the professional progression of an individual because of their sex, to paying more, for equal responsibilities, a man than a woman, or to giving priority in recruitment, for a given position. or in an entire profession, candidates from one sex rather than another. These inequities justify a feeling of injustice, at work and/or in society as a whole, likely to harm psychological health.
– Sexism degrades working conditions. It obviously damages the relationships between two people, and is a source of possible interpersonal conflicts. But it also deteriorates the working atmosphere within a team. Paradoxically, in a collective exclusively composed of people of the same sex, sexism towards the opposite sex can have a unifying effect, while not harming anyone since the Other is, in this case, an ideal- type and not a flesh and blood person. This “benignity” disappears as soon as a person of the other sex joins the team, and it is then a phenomenon of scapegoating which risks setting in, with its share of stigmatization, vexation, and discrimination.
This is why attacks against sex or gender can support attempts to destabilize or demean a person, and therefore fuel a feeling of individual or collective harassment. In practice, harassment alerts quite frequently mix the two dimensions, moral and sexist/sexual.
– Finally and more broadly, sexist actions alter, directly and indirectly, the feeling of psychological security, that is to say the possibility given to a person to freely express their personality, their ideas, their concerns, their questions, their mistakes, without fear of being judged or suffering reprisals or being discriminated against.
By undermining all facets of positive self-relation and individual, social and professional identity, sexism is likely to alter psychological health. It therefore proves incompatible with the satisfactory, individual and organizational functioning of a work collective, justifying a simple course of action: “He who says nothing does not consent”.
Philippe Zawieja*, Jean-Christophe Villette**,
*Work psychologist, research director,
**Work and organizational psychologist, general director;
Cabinet Balanced Council
1– Article L. 1142-2-1 of the labor code.
