Information given for problem statement 1

the flurry of activity around Women’s Day has faded in

companies. But the questions and challenges around
getting more women into offices and retaining them
there still need to be worked on throughout the year.
To be fair, there are some positives from the initiatives
aimed at bringing more women into the workforce. A
report by LONGHOUSE Consulting showed that 39% of
the companies surveyed employed women in CXO
positions. This overshot the global average of 32%.

The report — The State of Women Leadership Hiring in

India — was based on internal talent data, career
portals of employers, and year-on-year hiring trends. It
said that some CXO roles had a higher percentage of
women: 40% for chief financial officer (CFO) positions
and 50% for HR director positions in India.

Another key positive trend it highlighted was that the

year-on-year women’s representation in executive
boards increased by 2% in 2023. Currently, women hold
12% of the board seats in India.

Challenges that need to be addressed

Despite these encouraging trends, it said the share of
women in senior-level positions remained at 20% in
2023, because of lower experience levels.

The LONGHOUSE report highlighted that women at the

mid-managerial level aspiring for leadership roles
encountered various challenges, often resulting in
career stagnation or departure from employment.
About 80% of working women in India have taken
career breaks, with 45% citing childcare and personal
commitments in homemaking as the primary reasons.
The challenges they face include resume gaps, skills
obsolescence, lack of confidence, bias, stereotypes and
lack of support.

Some companies were taking initiatives to bring about

changes like extended childcare leave policies, remote
and flexible working culture, gender-neutral caregiver
leaves for new parents, upskilling opportunities and
more.<b ..

Contrast between rhetoric and action

There was a significant contrast between rhetoric and
action in gender diversity initiatives in corporate India,
said a report by the Udaiti Foundation (TUF) in its
report, Women in India Inc (WIIn) HR Managers Survey.
The report released earlier this month was brought out
in collaboration with the Center for Economic Data &
Analysis (CEDA).

The analysis showed that 34% of women exit firms over

work-life balance, compared with just 4% of men. It
also said despite 73% of surveyed organisations setting
gender diversity goals, only 21% have supporting
strategies. While 55% of the firms set goals for
womens’ advancement, only 37% tackled gender
imbalances in hiring. It also highlighted legal
compliance gaps: 59% of firms lacked the mandatory
internal complaints committee; 37% did not provide
maternity leave benefits and only 17.5% provided
childcare benefits.

Steps to removing gender bias in hiring

The Udaiti report highlighted that career breaks
diminish women's selection chances by 24 percentage
points. Some of the issues it highlighted included
instances such as hiring managers being more likely to
consider a female applicant’s marital status and age
when considering her for a role, and women with
career breaks facing challenges while returning to
work.
It suggested that companies start bringing about
changes right at the start of the hiring stage.

The goal is to attract a diverse pool of applicants and to

promote equality and inclusiveness in the hiring
process; so a gender-neutral job description is
necessary, it said.

A job listing should be written in a way that it did not

favour any gender. Avoid gender-coded words, such as
‘aggressive’ (often associated with male stereotypes) or
‘supportive’ (often associated with female
stereotypes), and use inclusive language to ensure that
the job appeals to all candidates, regardless of their
gender, it suggested.

Udaiti’s other recommendations to reduce unconscious

bias included having a mixed-gender interview panel to
ensure diverse perspectives in a candidate assessment
process; and using resume screening software to
automate the process and filter applicants based on
keywords and skills.

Problem statement
How does the underrepresentation of
women in leadership roles affect decision-
making and limit the creation of fair and
innovative policies in organizations?

Answer for the problem statement 1

Answer for the problem statement 1

t the impact of women's underrepresentation in
leadership:
1. Limited Decision-Making: A lack of women in
senior roles reduces diverse perspectives,
hindering the development of innovative and
equitable policies. Women bring unique insights
that can lead to better organizational outcomes.
2. Barriers to Advancement: Women in mid-
management often face obstacles, such as career
breaks, outdated skills, and stereotypes, causing
them to stagnate or leave their jobs. 80% of
working women have taken career breaks, and
many struggle to re-enter the workforce.
3. Insufficient Gender Diversity Strategies: Even
though 73% of companies have set gender
diversity goals, only 21% have effective strategies
in place. The gap between intent and action affects
true inclusivity.
4. Retention Challenges: Women often leave due to
work-life balance issues, with 34% of women
exiting compared to only 4% of men. This high
turnover disrupts talent retention and leadership
pipelines.
5. Bias in Hiring: Career breaks negatively impact
women's chances of selection, and hiring practices
often consider a woman’s age or marital status.
Recommendations include using inclusive language
in job listings and gender-neutral hiring processes.
6. Proposed Solutions: Companies can improve by
implementing mixed-gender interview panels,
providing extended caregiver leaves, upskilling
opportunities, and ensuring gender-neutral
practices to support women's continuous career
growth.
 Problem statement
2) How can biased educational materials
contribute to the formation of stereotypes about
different communities influenced by the media?

INFORMATION GIVEN
Stereotypes, bias, and culture are all intertwined
concepts that shape our understanding of the world
around us.
Stereotypes are generalizations about a group or
individual based on assumptions made by an observer.
Bias is when these assumptions lead to a judgment or
decision not supported by fact or evidence. Culture is a
shared set of values, beliefs, and norms that are
communicated across generations. It can be seen in
language, religion, art, architecture, music, customs,
traditions, stories, and other forms of expression.
Culture shapes our behavior and thought processes
and guides us as we interact with others in society.
All three of these concepts significantly influence how
we perceive our environment and interact with other
people. Understanding these concepts’ role in creating
an inclusive, equitable society is important. By
recognizing the potential for stereotypes, bias, and
cultural differences to shape our behavior or thinking,
we can actively work to reduce any negative impact
they have on our lives. By doing so, we can strive for a
more inclusive and equitable society.
What is a stereotype and how does it form
A stereotype is a fixed, overgeneralized belief about a
particular group or category of people. Stereotypes are
often negative, and they can be damaging and hurtful.
They can cause people to make assumptions about
others without actually knowing them, and they can
lead to prejudice and discrimination.
Stereotypes become apparent when we see a group of
people who seem to share certain characteristics. For
example, if we see a group of people wearing the same
type of clothing or having the same hair color, we may
assume that they are all the same in other ways, too.
We may then think of them as being somehow
different from “us” and start to judge them based on
our preconceived notions.
Over time, these assumptions can become so ingrained
that we no longer even realize that we’re making them.
If we’re not careful, stereotypes can easily become self-
fulfilling prophecies.
The self-fulfilling prophecy is a phenomenon in which
our beliefs about another person can cause them to act
in accordance with that belief, even if it is not true. This
term particularly applies to stereotypes, where people
may expect someone of a certain race, gender, or other
group membership to behave in a certain way, and
then interpret their behavior in line with that
expectation. This can lead to a confirmation of the
stereotype and its perpetuation, despite evidence to
the contrary.
For example, if one believes Italians are lazy, then they
may ignore any signs of hard work from an Italian
person and seek other reasons why they do not
conform to their expectations. In this way, beliefs about
someone can become a self-fulfilling prophecy. It is
important to try and recognize when we are
interpreting someone’s behavior through the lens of
our own expectations so that we can avoid
perpetuating stereotypes that may not be accurate.
It’s important to be aware of our own stereotypes and
to work consciously to avoid them. When we make an
effort to interact with people from groups that we may
be inclined to stereotype, we often find that our
preconceptions were wrong and that we have much
more in common with the individuals than we
originally thought.
How do we as humans tend to act on bias?
As humans, we are naturally wired to make snap
judgments based on the limited information available.
This can often lead us to act on bias, which can have
harmful consequences. For example, if we see
someone who is different from us, we may be quick to
judge them based on our own preconceptions. This can
lead to discrimination and prejudice, which can, in
turn, lead to conflict and division.
One way to counter this natural tendency is to be more
aware of our own biases and make a conscious effort to
overcome them. By getting to know people who are
different from us, we can learn to appreciate them for
who they are and see them as individuals rather than
members of a group. Additionally, by encountering new
ideas and perspectives, we can open our minds and
better understand the world around us. Only by
acknowledging and actively working to overcome our
own biases can we hope to create a more tolerant and
understanding world.
The difference between bias and stereotype
Stereotypes create a single-dimensional judgment
about someone without regard for truth or accuracy.
This one-dimensional perception of a person can lead
to biased decisions and even discrimination. While
both stereotypes and bias are often the results of
incorrect assumptions, stereotypes can be far more
damaging than biases because they lead to
discrimination and prejudice.
Bias, however, is not always negative. It can be based
on assumptions or incomplete data that may still be
partially accurate, such as the assumption that
attractive people are more likely to perform better at
interviews.
In any case, biases can be unfair and have a significant
impact on people’s lives, regardless of whether the bias
is positive or negative. We need to recognize our own
biases so that we can make unbiased decisions when
necessary and avoid perpetuating stereotypes. This
helps ensure that everyone is treated fairly and given
equal opportunities. Taking the time to recognize our
biases can help us make decisions that are based on
accurate information, rather than preconceptions or
inaccurate data.
By recognizing our own biases and having an
understanding of other people’s biases, we can become
more open-minded and accepting of different types of
people. Additionally, learning to recognize stereotypes
and challenge them can help us create a world where
everyone is treated with respect. Ultimately, it is
important to understand the difference between bias
and stereotype in order to foster inclusive
environments that allow for meaningful dialogue and
understanding.
How can bias and stereotyping influence society
While prejudice refers to negative attitudes towards
members of a group, discrimination refers to actual
actions taken against them. Discrimination can take
many forms, including exclusion from social activities,
denial of employment opportunities, and violence. All
forms of bias, stereotyping, and discrimination are
harmful and can have serious consequences for
individuals and society.
Bias, stereotyping, and discrimination can have far-
reaching negative effects on society. They can lead to a
lack of progress or even a backward slide in social and
economic advancement for members of affected
groups. Bias can limit access to resources and
opportunities, create an atmosphere of fear and
intimidation, and marginalize individuals who are
already vulnerable. Stereotyping reinforces false
assumptions and prevents people from being seen as
individuals, while discrimination can lead to
segregation, unequal treatment under the law, or even
violence. These outcomes create an environment of
distrust and hinder collaboration among members of
society, further perpetuating a cycle of inequality.
Ultimately, bias and/or stereotyping can harm society
by creating an unjust and unequal system that limits
opportunities for social, economic, and political
advancement.
Are biases and stereotypes bad for business?
Bias and stereotyping can have a significant impact on
business. It can lead to a lack of trust in the workplace,
reduced morale, employee turnover, and difficulty
attracting top talent. Bias-based decisions around
hiring and promotions can create an unfair
environment that keeps qualified people from
advancing their careers.
Stereotypes encourage unproductive behaviors such as
assuming that people from a certain group have the
same characteristics and can limit employees’
potential. Discriminatory policies or practices can result
in costly legal action as well as public relations damage
to a company’s reputation. Ultimately, bias and/or
stereotyping are bad for business because it erodes
trust, reduces productivity, and threaten a company’s
bottom line.
What is the purpose of unconscious bias training?
Unconscious bias training is designed to help people
become aware of the biases they may hold towards
certain groups of people. The purpose of unconscious
bias training is to equip individuals with the tools and
knowledge required to overcome the biases they may
hold. This involves creating an environment where
people can engage in open dialogue, challenge their
preconceived notions, and build a foundation of
understanding.
Through this process, participants can gain insight into
how their attitudes and behaviors are shaped by these
biases and how to recognize them in order to act more
fairly and equitably. Ultimately, unconscious bias
training seeks to create a workplace that is free from
discrimination and fosters an inclusive culture of
respect and understanding for all. The goal is not
simply to be aware of our biases, but to use this
awareness as the foundation for changing our attitudes
and behaviors. Ultimately, unconscious bias training
can help to create a more positive and productive
workplace for everyone involved.
The role of culture in shaping our beliefs
The role of culture in shaping our beliefs, biases, and
stereotypes is undeniable. It’s often through cultural
norms that we form our ideas of what is right and
wrong, appropriate and inappropriate, good and bad.
Culture also provides us with a sense of belonging—a
shared set of values, beliefs, and habits that unite us as
individuals and give us a unique identity.
Culture plays a significant role in how we process and
respond to the events of the world around us. It shapes
our values, beliefs, and habits, and gives us a sense of
identity and belonging. In times of crisis, culture can
provide comfort and support, as well as a framework
for understanding and coping with the situation. It can
also be a source of division, as different groups grapple
with the meaning of the event and its implications for
their community. As we continue to respond to the
pandemic, it is important to be aware of the role that
culture plays in our lives and to respect the diversity of
perspectives that exist within our society.
How are beliefs and biases formed?
At a very young age, children form biases and
stereotypes that can limit their potential. For example,
gender stereotypes lead children to believe that
science isn’t for girls, which research has shown can
have a lasting impact. 80% of boys are encouraged to
code at a young age, compared with only 20% of girls.
And according to a UK Commission for Employment
and Skills study, only 35% of girls in the UK study STEM
(science, technology, engineering, and mathematics)
subjects after finishing high school. This gap persists
into adulthood, with women making up only 27% of
the STEM workforce.
Parents play a role in reinforcing these stereotypes. A
survey of 2,000 parents in the UK found that they are
six times as likely to think of scientists as men than
women and eight times as likely to think of engineers
as men than women. The data shows that bias and
stereotypes begin at a young age and can have a
significant impact on career choices and opportunities
later in life. Culture also plays a role in shaping these
biases. For example, in collectivist cultures where the
collective good is valued over individual achievement,
women are more likely to be discouraged from
pursuing careers in STEM fields. In contrast,
individualistic cultures that place a high value on
personal achievement are more likely to encourage
women to pursue careers in STEM fields. To reduce the
impact of bias and stereotypes, it is important to raise
awareness of the issue and promote cultural change.
Ways to become more aware of our own biases and
stereotypes
We all have biases and stereotypes, even if we’re not
aware of them. They’re a natural part of the way our
brains work, and they can influence our behavior and
decision-making in sometimes subtle ways. But just
because they’re natural doesn’t mean we have to
accept them. There are things we can do to become
more aware of our own biases and stereotypes so that
we can make an effort to counter them.
One way to become more aware of our own biases is to
pay attention to the times when we feel uncomfortable
around someone or something. That discomfort might
be a sign that we’re encountering a bias that we need
to examine. We can also try to be more open-minded
in our interactions with others, suspends judgment,
and listen with the intention of understanding rather
than responding. Additionally, studying new cultures
and learning about different experiences can help us
expand our perspective and challenge our
preconceptions. By taking these steps, we can start to
become more conscious of our own biases and work to
overcome them.
Answer for the problem statement
1. Early Influence on Perception: Biased educational
content introduces stereotypes at an
impressionable age, shaping children's views on
different communities. When students only
encounter limited or one-sided portrayals of
groups, these generalized beliefs become
 ingrained, making it difficult to challenge these
ideas later in life.
2. Reinforcement Through Media: Media often
amplifies these biases, presenting groups through
a stereotypical lens. When educational materials
and media portray similar biases, the repeated
exposure can make these distorted views seem
more credible and widespread, perpetuating
misunderstanding and prejudice.
3. Impact on Behavior: These stereotypes can lead to
self-fulfilling prophecies. If communities are
portrayed as less capable or undesirable in
textbooks, it can influence how teachers, peers,
and even the communities themselves view their
potential. This affects students' confidence,
aspirations, and the opportunities they receive.
4. Cultural and Societal Consequences: Stereotypes
and bias limit our ability to appreciate cultural
differences and contribute to social divisions. By
shaping perceptions based on generalized views,
these biases hinder cross-cultural understanding
and promote systemic inequality. Discrimination
and prejudice that arise from such biases create
barriers to equitable treatment in education,
employment, and social opportunities.
 5. Examples of Bias Formation: Gender stereotypes,
such as associating science with men or art with
women, can influence career choices and societal
roles. Biased narratives about certain ethnic or
cultural groups can lead to discrimination and
limited access to resources.
6. Steps for Change: Reducing bias in education
requires active efforts to present diverse, balanced
perspectives. Encouraging critical thinking and
open dialogue helps students challenge
stereotypes and appreciate cultural richness.
Schools can adopt inclusive curricula that
represent all communities fairly and foster
environments of equality and respect.
By addressing these biases, we pave the way for a more
inclusive and understanding society, where every group
is valued and given equal opportunities.
Problem statement no 3
3) How does the absence of the voices of those who
do not conform to the stereotypical gender norms in
policy discussions impact the overall fairness and
inclusivity of legislative and organizational decisions?