Effects Of Stereotyping In The Workplace

792 Words4 Pages
Stereotyping, in general, is the perception of individuals or groups based on preconceived notions about what is generally accepted as true about that person or group rooted in their background (DuBrin, 2009). Stereotyping can encompass ethnicity, religion, culture, race, age, or gender. Stereotyping within the workplace often leads to discriminatory practices perpetuating common negative effects. Based off of these preconceived notions about people sometimes is propagated by employees within an organization usually where the culture promotes or open displays instances of discrimination, whether it be intentional or not.
The overreaching conclusion is that stereotyping causes low morale and sense of worth to the organization. Constant
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A movement that has evolved women from what used to be mainly office support, teaching, and nursing positions to law, banking and information technology. Since the 1early 1900’s, this shift has had a significant impact on the social and economic empowerment of women, increasing the GDP of the United States by as much as twenty-one percent (Rudman & Kilianski, 2000). Female entrepreneurs and business executives continue to make annual gains, yet stereotypes, prejudice and unequal earnings compensation continue to be an issue.
Gender Stereotyping Leveling playing field in the workplace has been full of obstacles. However, what continues to be hampering additional advances have been the persistent cultural and personal stereotypes of the roles of women in the workplace. Despite numerous reports that confirm companies with higher numbers of female board members are more financially solvent, professional environments continually lean more heavily towards the hiring of men their female counterparts (Bergmann, 1989). women. Of course, companies typically want to hire the most talented candidates that adhere to the company culture, yet research has shown that there is a trend in which executives and managers hire and promote others that reflect their own values and views of the world. It stands to reason that with 70% of managers in the top Fortune 500 companies in the United States are men (Eagley & Karau, 2002),
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