How to combat unfair treatment in a male environment

 

Being in the minority is never easy. No matter how driven or talented a female Employee, her journey to the top of the career ladder in a male-dominated industry will be made all the more difficult by a lack of support and representation at leadership level.

While there may be strict laws in place to protect people from being directly or indirectly discriminated against on account of their gender, the sad truth of that matter is that women in male-majority workplaces have come to expect unfair treatment from both colleagues and superiors on a day-to-day basis.

Whether it’s gender-stereotyping, bias in promotion decisions or unwanted sexual advances, talented female employees must overcome a number of barriers in their road to success. Fortunately, there are small steps that professionals can take in tackling unfair treatment:

 

Know your legal rights

According to the Equality Act 2010, everyone is entitled to protection from either direct or indirect discrimination, harassment or victimisation in the workplace. Unfortunately, many incidents remain unreported due to uncertainty surrounding the legal weight behind a claim of this nature.

Understanding the legal requirements of your employer and the rights that protect you from discrimination are crucial: should you face treatment that goes against the equal opportunities policy within your employment contract, for example, this document will prove pivotal in achieving the right outcome of an employment tribunal.

 

Know your value and what you stand for

While it’s only natural to feel like an outsider, it’s crucial not to let this influence your behaviour or affect your self-confidence. Remember, you’ve been hired, just as every male employee, on your skill and potential to do the job.

If you feel you are being treated like an imposter by your male colleagues and undermined on the basis of your gender instead of your proven ability, this constitutes as unfair treatment – after all, you shouldn’t have to change your behaviour to “fit in” or “act like a man,” nor should you have to play up to female stereotypes to be accepted in a male environment.

Of course, making a point of reminding your colleagues of your credentials can become tiresome.

Speaking to a manager can prove effective in bringing inclusion to the top of their agenda, but if it’s your manager holding you back from opportunities, taking the issue either to HR or senior leaders is critical. Until staff-wide behavioural change has taken place, however, self-belief and self-assertion will be your most valuable weapons to combat unfair treatment. 

 

Build a support network

It’s no secret that certain industries suffer from a lack of female representation. For the few women in these workplaces, feelings of isolation are to be expected: without role models or mentors to aspire to and come to for advice, it’s difficult to know who to turn to in moments of doubt or following acts of discrimination.

If you are eager to stay in the role, it’s imperative to reach out to fellow female colleagues and even likeminded professionals in the industry. Surrounding yourself with a support network can make all the difference when you are in the minority: not only is it useful for seeking a second opinion but the simple act of sharing experiences can prove pivotal in providing reassurance.

 

Never let harassment go unreported

In a 2017 study from Catalyst, 62% of women surveyed who work in male-dominated industries in the US claimed sexual harassment was a significant problem in their sector. A further 28% of respondents of the same sample said they had personally experienced sexual harassment. While some of these incidents are likely to have been physical, sexual harassment in the workplace could take the form of any inappropriate act of a sexual nature that makes you feel uncomfortable.

If you have suffered from sexual harassment of any form in the workplace, your first port of call should be your employer, your manager, a HR director or a union representative. If the problem is still unresolved and no action has been taken to prevent it from happening again, making a claim against your employer could be necessary.