Neosexism: Modern Sexism

Published on by Sexism in the Workplace

In recent years, there has been an increase in neosexist ideas within society. Neosexism can be defined as continuing discrimination towards women on the basis of women’s competence compared to men rather than direct discrimination based on their gender. Neosexism is present in workplaces when it comes to those in power positions. Considering that neosexist beliefs don’t necessarily have to be just the thought of men, it is socially more acceptable. When we look at neosexist ideas in regards to the workplace, it attributes to men’s dominance of managerial positions and positions of power. The general thought of neosexism when it comes to career advancements is that it is more beneficial in looking for a male mentor rather than a female mentor because of their ability to access better resources. We know that this is not always the case; there are many establishments where women are in position of power and lead the establishment to successful gains. However, neosexism holds the belief that rather than just relying on education, social capital plays an important role in making career advancements and placing oneself with male coworkers would be more advantageous then women. Neosexism has an indirect relationship on who is promoted and who is not. Based on the view that women are less competent then men, it is projected that associating oneself with the male managers and creating a social relationship with them will beat out those that may or may not be better suitable for the job, but do not share the same neosexist views as another worker would. Neosexism is just as discriminatory to women as blatant sexism, it is just less detectable because it fights any claim of gender discrimination because both genders can share these views.

 

 

References:

 

Watkins M.B, Kaplan, S., Brief, A.P., Shull, A., Dietz, J., Mansfield, M.T., & Cohen, R. (2006) .             Does it pay to be sexist? The relationship between modern sexism and career outcomes,                        Journal of Vocational Behaviour, 69, 524-537. doi:10.1016/j.jvb.2006.07.004

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