Page 208 - Microaggressions in Everyday Live Race, Gender, and Sexual Orientation

182 gender microaggressions and sexism

into what is considered appropriate gender roles. Some recommendations in
working toward ending sexism are the following:
• An honest examination of beliefs, values, and attitudes toward women
and gender roles is needed. Being open to challenging yourself and to
challenges by others (without reacting defensively) are fi rst steps.
• As a partner, question the role relationships you have with women and
try to understand what it says about you and others.
• As a parent, raise your sons and daughters to respect the wishes of each
gender. Try to expand their visions as to choice and the multiplicity of
roles they can play in their personal and work lives.
• Be a role model in accepting and/or breaking traditional role constraints.
Have others, especially children, see you engage in alternative gender
behaviors, roles, and responsibilities. Your actions are a powerful
means of communicating values, attitudes, and beliefs.
• Become an ally, activist, and member of community organizations/
groups that focus on eliminating oppression toward women.
2. Organizational intervention—As Chapter 11 thoroughly discusses,
organizational or institutional change is required to combat sexism and
sexual harassment and to break gender-role constraints. First and foremost,
places of employment, education, and health care must take an active part
in making sure that policies, practices, and structures of organizations allow
for equal access and opportunity for all.

• Organizations must have a policy or vision statement that reaffi rms their
nondiscrimination policies in all facets of hiring, promotion, and reten-
tion of women employees.
• Leadership and management should not tolerate a hostile work envi-
ronment toward women. They must play a proactive role in fostering a
positive climate for women in organizations.
• The “old boys’ network” must be transformed to include women as well
as other racial groups. Competency should become the primary criteria
for leadership roles.
• Education and training should be provided to employees regarding
the manifestation of gender microaggressions, sexual harassment, and
gender discrimination.
• Programs, policies, and practices should be carefully monitored to ensure
they do not unfairly disadvantage women while advantaging men.

• Accountability for a bias-free environment is clearly defined for those in
leadership positions.
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