Negotiating the Gender Spectrum: An Exploration of Femininity Bias within Masculine Defaults

Abstract

This dissertation delves into the intricate landscape of femininity bias in masculine workplaces, examining the cultural interpretations of femininity, the impact of femininity bias on diverse genders, and the potential repercussions of emphasizing gender similarities at work. Chapter Two (theoretical) argues that femininity, often burdened with negative stereotypes such as weakness and insignificance, can lead to femininity bias when these traits are rejected and devalued in influential contexts. This bias impacts not only women but also other genders, particularly in the realms of precarious manhood and gender deviance. Chapter Three (empirical) demonstrates that a feminine gender-expression is negatively associated with feminism for women. However, this chapter takes an intersectional approach and shows that this effect is smaller for Black women compared to White women. Chapter Four (empirical) focuses on the potential paradoxical outcomes of emphasizing gender similarities at work. By conducting multiple studies involving different participant groups, the research reveals that focusing on gender similarities can lead to problematic masculine work cultures being perceived as less troublesome for women, reducing the likelihood of institutional changes that could challenge male-dominated workplace cultures. Overall, this dissertation illuminates the multidimensional issue of femininity bias in masculine workplaces, underlining the need for an intersectional, nuanced understanding and approach towards gender in the workplace. By recognizing femininity bias and its implications, we move a step closer to fostering more inclusive, equal workplaces that respect and encourage a diverse range of gender expressions.