The first thing to do is to evaluate the organization's track record with women. The claim that the company is "an equal opportunity employer'' is a start but it may be more form than substance. The following is a list of questions you may want to consider and evaluate before or during the interview:
- Are women in important, decision-making positions?
- Do they ask sexist questions during the interview?
- Where do most women work (in service or line management positions)?
- Does the pay seem consistent with the industry standard for the job?
- Is this a job that leads to promotions?
- Can this job lead to a transfer to other departments?
- Is this a career path or a dead-end job?
- Is additional training needed to be promoted?
Another source of information about a company's track record is the people that you know who work there. This time you can use the networking technique discussed in chapter 3 to find out what you need to know about their hiring, pay, and promotion practices. Still another source of information is any literature you can obtain about the organization such as an annual report or advertising pamphlet or brochure. If there are pictures, are women constantly shown in traditional, supportive, non-authority roles (secretary, clerk, etc.)? Or are they presented doing scientific research or leading a meeting of men? Does the writing stress so-called' 'traditional values" or does it speak about "progressive thinking" or "new ways of doing things?" These are subtle clues as to how you can expect to be treated in a male-dominated business. Remember, it may sometimes feel comfortable to retreat to stereotyped roles in a business, but it can also prove very expensive in the long run.
Responding to sexism in the hiring process
No matter how much they try to hide it, most people you will interview with (men and women) will give themselves away if they are sexist. They may make a simple remark such as referring to the female employees as "girls," or they may say that the job is open because "Carol just had a baby and you know how that goes." In both cases, the remarks tell you a lot about the individual you are talking to. In the first instance, referring to women as "girls" is important because it consciously or unconsciously suggests that female workers are children, and/or that female workers are thought of in the stereotypical ways mentioned earlier. In the second instance, the phrase, "you know how that goes" implies that the speaker recognizes and accepts the stereotype of the weak, fragile, undependable female, and/or that Carol probably will not be back because mothers tend to, or should, stay home with their babies. Even a comment that suggests that women are given special favors is a clue. Now, you may be saying to yourself that this is nit-picking, that these words and phrases are common and really meaningless; common, perhaps, but not meaningless. They might be the tip of the discrimination iceberg.
I should point out that one person does not necessarily reflect an entire organization, so the reader should be cautious in assuming too much. On the other hand, he or she may present a very typical example of the presiding corporate philosophy.
Of course, some people do not try to hide their prejudices. The male chauvinist will often say something like,' 'We don't go for that women's liberation crap around here. We believe that men are men and girls are girls!" Or he may tell an indecent sexist joke or make a lewd remark. It is also entirely possible that an extremely traditional female human resource manager might point out offhand that "the girls in the office are required to wear dresses." In my experience, most employers are not this obvious because they do not want to be sued for breaking the law. Therefore, you will probably have to watch for the small clues like those I have already mentioned.
