Today everywhere there is a talk about Women Safety & Women Rights. Our patriarchal society has suddenly woken up to these important issue which was totally ignored since time immemorial. Inspite of the fact that women and children represent 75% of the world’s population, it is still women only who are primarily responsible for bringing up their children because they have the necessary values that are the essential building blocks of a harmonious family. They are filled with love, affection and goodwill as natural instinct.
In addition to keeping an open mind, it is important to recognize the difficulty in being truly objective. Research has shown that most individuals grossly overestimate their ability to be objective, not only because it is a human tendency to do so, but also because the corporate world and societies have perpetuated this myth about human objectivity. ARMC Global has conducted research that clearly demonstrates our lack of objectivity. We asked thousands of participants from around the world to use a few words to characterize “types” of people based on their knowledge and experience.Here are examples of what people say about Women:
- Nurturing
- Beautiful
- Pampered
- Emotional
- Intuitive
- Strong
- Companion
- Multi-tasker
- Smart/intelligent
- Powerful/have power
- Worry unnecessarily about their weight
- Stubborn
- Manipulative
- Terrible drivers
- Rock
- Perceived below men
- Underestimated
- Love them
- Can do it all
- Sexy, beautiful
- Ambitious
- Smell good
- Strong sex
- Greatly undervalued
- Talkative
Clearly humans are not objective thinkers; we approach each person we encounter with a set of ideas that we have developed through experience, knowledge, hearsay, media portrayals, and taught behaviors. For an example of how these factors can impact our decision-making processes, consider the following promotion scenario. In a corporation, the managers are ready to make promotions and have a group of qualified candidates. Although they are aware of the consequences for discrimination, these managers also have implicit biases and stereotypes that affect their decision-making. The candidates are all qualified, so the personal preferences of the managers are often the deciding factor in the end. One candidate speaks with an accent, one has a different ethnic background from the manager, one is of a different race, another is of a different age, and one attended the manager’s alma mater. Who ends up getting the promotion? Research shows that those managers will be more likely to choose candidates who are most like them, playing into the in-group favoritism that humans developed for survival reasons nearly one hundred thousand years ago.
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