As if men made objective choices...
Again, this is part of the socialisation differences. Boys are taught not to speak about their emotions or let them affect them too much and to stifle emotions. And they’re taught that success and winning are more important than feelings. So they’re taught that even if Martin is a complete twat, he’s really good at football so pick him for your team. Or that Dave is shit hot at sales, so you want him on your sales team even though he’s the most irritating man you’ve ever met. Most workplaces do still work along the lines which suit those with male socialisation, it’s the nature of businesses and workplaces that they have to be structured to value success and winning more than they value the feelings of their employees. Even when men do make decisions based on not liking someone, they’re very good at hiding it because they’ve been taught all their lives to do that.
Why is that, though?
It seems that a few men don't give the rest of them a bad name.
I’m not sure that’s entirely right. Reading through MN it often does feel like a few men give the rest a bad name.
Leaving that aside, I think the reason why is because, as I said, most of us spend most of our adult lives at work and they are mainly structured around the dominant values of male socialisation so it works for them. Women who have been socialised with the dominant female values of being led by feelings and emotion don’t get on with it as well. And because they’ve been socialised to think that is the right way for women to behave, they’re very bad at hiding it. Some women are quite good at unlearning that when they need to. But in my experience that often means they get rejected by the dominant group of females who value friendship and feelings above success. This is a particular problem, I’ve found, in female dominated professions like administration and nursing.
I’ve seen it happen loads of times. Women promoted to junior or middle management going one of two ways. Either they maintain their friendships and continue to swap mutual confidences and let workplace decisions be swayed by what’s going on in the friendship group and what they think of other people. For example: Mary’s employee, Tracey, is extremely hardworking, gets masses done, doesn’t waste time and is highly organised. The rest of her department don’t like Tracey much because she works through lunch, doesn’t discuss her personal life and won’t join in cake runs. So Mary doesn’t promote Tracey to a more senior position and instead chooses someone not as good as her job, but popular. Management know she’s done that and take Mary less seriously, view her as a lightweight and don’t progress her.
An example on the flip side would be Susan being in the same situation as Mary, promotes Tracey, management are pleased Susan has taken the best decision for the company by promoting the right person for the job, take Susan seriously and consider her for further promotion.
The problem is, when there are a lot of Marys about, a lot of people have the expectation that all women are going to be Marys as default and women actively have to prove they’re a Susan to get ahead. Susan’s friendship group amongst colleagues are annoyed and start to reject Susan.
On the other hand men are assumed to operate like Susan as default and aren’t required to prove anything. And men have to really, really fuck up to be branded a Mary.
Too many women still conform to expectations and will behave like Mary. Which means the rest of us have to work extra hard to convince people we are Susans. And yes, that may well mean that as we’re working our way up we avoid women like Mary and her friends which mean they’ll label us as not liking women. There’s not much the Susans of this world can do about that. It’s not really their problem anyway.