Sexism in the workplace comes in two main varieties: hostile sexism and benevolent sexism. Hostile sexism is overt and blatantly discriminatory, characterized by actions and statements that degrade women. Examples include derogatory remarks about women's abilities or assuming that women need less pay because they have a husband who provides for them.

In contrast, benevolent sexism is more insidious and often appears as chivalrous or well-meaning behavior. This type of sexism subtly reinforces traditional gender roles under the guise of kindness or protection.

What is Benevolent Sexism?

Benevolent sexism refers to attitudes and actions that, while seemingly positive, reinforce outdated gender roles and stereotypes. Unlike hostile sexism, which is overt and aggressive, benevolent sexism is subtler and often well-intentioned. It manifests through behaviors and comments that suggest women need to be protected, supported, or cherished, reinforcing the notion that women are weaker or less competent than men.

Why is Benevolent Sexism a Problem?

1. Reinforces Stereotypes: Benevolent sexism perpetuates outdated stereotypes about gender roles. This can limit opportunities for women by suggesting they are less capable in certain tasks or roles.

2. Undermines Competence: When women are treated as needing extra support or protection, it can undermine their confidence and perceived competence, both in their own eyes and those of their colleagues.

3. Hinders Career Growth: Acts of benevolent sexism can prevent women from being considered for challenging assignments or leadership roles, under the guise of protecting them from stress or failure.

4. Creates a Hostile Work Environment: Even though it might seem benign, benevolent sexism can contribute to a broader culture of inequality and disrespect, fostering resentment and disengagement.

Examples of Benevolent Sexism in the Workplace

• Overprotectiveness: "I'll handle the late-night meeting so you can go home early."

• Assumptions about Preferences Which Undermine Women’s Careers: "She wouldn't want that high-pressure project; it's too stressful."

• Patronizing Compliments and Surprise at Success: "It's amazing how well you managed to handle that presentation!"

• Assigning Gendered Tasks: "Let's have her take notes; women are usually better at that."

• Assumptions Based on Personal Life: "Despite her excellent performance, we shouldn't consider Sarah for the promotion because she might want to focus on her family soon."

How to Avoid Benevolent Sexism

1. Educate and Raise Awareness

Start by educating your workforce about what benevolent sexism is and why it’s harmful. Regular training sessions can help employees recognize and challenge their own biases.

2. Be Aware of the Subtlety

Benevolent sexism is often challenging to identify because it frequently masquerades as supportive or well-intentioned behavior. Watch for recurring actions or attitudes that subtly undermine women's competence and independence.

3. Encourage Open Communication

Create an environment where employees feel comfortable discussing gender issues and can provide feedback without fear of repercussions. An open dialogue can help identify and address instances of benevolent sexism.

4. Implement Fair Policies

Develop and enforce policies that promote gender equality. This includes clear guidelines on behavior and consequences for those who engage in any form of sexism, including the benevolent kind.

5. Lead by Example

Leaders and HR professionals should model the behavior they wish to see. Demonstrate fairness, equity, and respect in all interactions, showing that sexism of any variety has no place in your organization.