The belief that there are fundamental and universal differences between the sexes is a popular one. But it’s a belief that lacks scientific backing and one that continues to underpin gender inequality and discrimination, both in the workplace and in society. This course looks at the nature of gender bias, how it affects both individuals and organisations and what we can do to reduce its impact on our relationships and decision-making.
Studies have shown that contrary to popular stereotypes, there are no differences at all in terms of women’s and men’s cognitive abilities. What’s more, the gendered roles that today appear immutable have not always been so - history tells us that prior to the industrial revolution, men and women performed a wide range of mutually interchangeable roles, and that even 100 years ago, jobs that today are seen as typically ‘female’ were done almost exclusively by men. Yet today’s workplace remains hampered by perceptions of gender-specific roles and broadly accepted ‘norms’ of gender behaviour, and organisations and individuals are suffering as a result.
In this course from Skill Boosters, Professor Binna Kandola and Dr Jo Kandola explain how today’s gender inequality stems not from biology and evolution but from artificial social constructs and show how challenging gender bias and dismantling gender stereotypes can deliver huge benefits at both an individual and organisational level.
This course looks at:
This lecture looks at the various gender stereotypes that we carry around with us and how they can affect our thinking and behaviour.
Contemporary ideas about gender and what men and women 'ought' to be like, or jobs they are best suited to be doing are challenged by what happened in the past. This lecture looks at how perceptions of gender have changed over time and how modern-day ideas about gender have developed.
This lecture looks at how gender stereotypes impact on men and women in the workplace.
This lecture looks at the 'leadership prototype' and how it can disadvantage men and women who aspire to leadership roles.
This lecture looks at how bias is holding organisations back from recognising talent and potential and preventing them from being as effective and productive as possible.
This lecture looks at how gender bias can have an effect at the recruitment stage, from the use of gendered words in job advertisements to the impact of gender stereotypes in interview situations.
This lecture examines the impact of bias on in-groups and out-groups and looks at how it can affect group dynamics and prevent women from participating fully in a team.
This lecture examines the different impact of parenthood on men and women in the workplace and looks at how our expectations around childcare affect the ability of men and women to benefit from flexible working practices and achieve a good work-life balance.
This lecture looks at the steps we can take as individuals and organisations to tackle gender bias.
This quiz will assess your understanding of the content of the entire course.
At Skill Boosters we work with leading subject matter experts to design, develop and deliver training for the workplace. We are passionate about delivering behavioural training which helps to build productive, tolerant and inclusive individuals, teams and workplaces and which improves lives and life chances.
Our courses combine video drama, expert analysis, documentary sequences and interactive study to provide flexible, cost-effective training that engages, informs and inspires our learners.
Skill Boosters courses and resources are trusted by many of the world's leading organisations to develop and improve the skills and behaviours of their people.
Pearn Kandola is recognised to have exceptional expertise in three specialist areas: Assessment, Development and Diversity. This three-way input provides a unique insight into human resource matters, and equips us to fulfil our mission to enable organisations and people to succeed by recognising their strengths, developing their potential and valuing diversity.
Since our foundation in 1984, the firm has been acknowledged, by clients and by the profession of business psychology, as one of the most successful and forward-thinking in the field, maintaining our leading edge position in our three main areas of expertise: Assessment, Development and Diversity.