Analysing how Indian women engineers face subtle bias that triggers isolation and forces them to adapt to masculine workplace culture.
Authors
Pooja Purang, Department of Humanities and Social Sciences, Indian Institute of Technology Bombay, Mumbai, India
Archita Dutta, Assistant Professor, Jindal Institute of Behavioural Sciences, O.P. Jindal Global University, Sonipat, Haryana, India
Sailee Biwalkar, Department of Humanities and Social Sciences, Indian Institute of Technology Bombay, Mumbai, India
Summary
Purpose-This study aims to understand the experiences of microaggressions among Indian women engineers, their impact and the ways women cope with these forms of subtle discrimination in the workplace.
Design/methodology/approach– The authors used a qualitative research approach with semi-structured interviews of 20 women who had an engineering degree from India between 1990 and 2014.
Findings– Indian women engineers experience workplace microaggressions that implicitly signal that they do not belong in the engineering profession. In response, women experience varied negative emotions, fear of identity threat and feelings of isolation. Many cope by engaging in self-group distancing, often trying to blend in with the dominant masculine workplace culture. The nature of these microaggressions reflects broader societal beliefs about women in India, which shape workplace perceptions and behaviours in male-dominated professions. Additionally, such professions remain constrained by entrenched gender stereotypes, creating systemic barriers to women’s full inclusion and acceptance.
Originality/value – This study establishes the role of microaggressions in creating a hostile work environment. Further, this study highlights women’s identity in the workplace as a critical factor in addressing microaggressions. It calls for a critical reassessment of social discourses around gender roles and identities. Further, HR policies and training must address gender stereotypes, alleviate subtle discrimination and offer strategies to support women in the face of microaggressions, including promoting allyship as a form of meaningful support.
Published in: Gender in Management
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