Post #30

Society, because it has a masculocentric distribution of authority and power, has constructed the idea that females are inferior to males. This social construct has led to the formation of stereotypical gender roles. If something is considered masculine it is recognized by relating to strength, competition, aggressiveness, logic, power, and risk taking, where as femininity is related to empathy, emotional expression, maintaining relationships, and downplaying intellectual achievement and career ambition.

As English says, “It is widely believed that a traditional, masculine profile of confidence is a baseline requirement for success in the legal profession.” Therefore, lawyers who act in a direct, authoritative, self-promoting, instrumental and interpersonally dominant manner are seen as being effective. Being direct exhibits authority and dominance, and when people demand attention in this way, it demonstrates leadership competence. English also point out that there is the assumption that many men come into the workforce with lots of confidence while women are more likely to hang back, timid and unsure, while women actually feel like they have a lot of confidence.

According to this one study done by Forsyth, Heiney, and Wright, the perception of those following a leader, not actual behavior that creates biased evaluations for leaders. Because men and women are perceived to act differently as leaders, with men being more dominant and authoritative and women being more collaborative, when a woman takes on more masculine traits she is seen as not as effective of a leader than if she were to keep feminine characteristics. When a female in a position of authority or power exercises communication traits normally associated with men, they are seen as domineering and controlling or even ineffective, which is not the stereotypical thought of how a woman “should act.” In other words, when women take a more masculine form of leadership style, there is a discrepancy between leadership expectations and social role expectations and as a result of this discrepancy, women are often perceived negatively.

This has definitely been reflected in English’s study. When men exhibited more reserved, quiet, styles of communication within a law firm were seen in a unfavorable manner. One recruiter said “Quiet, reserved men are perceived as lightweights and are marginalized except in a certain type of practice.” One lawyer said that a quieter male colleague had tremendous value when it came to writing a good brief and pointed out that he thought the colleague tried to hide from social situations. However, this is completely different than perceptions of female lawyers who exhibit masculine leadership styles. Men who exhibit “female” characteristics like these men are still seen as effective workers. When women try to act more directly and exhibit confidence, they actually break themselves down by self-deprication, apologizing for putting forth a strong stance on something. Women who do take on more “masculine” forms of communication are seen as ineffective. Women are seen as only being able to be quiet and reserved, not strong and forceful, which they absolutely can be.

As a result, one of the lawyers suggested, women aren’t given the same opportunities as men. She says, “they play a research role and background role, they’re not going to court, their names are not on the briefs.” Another woman said she felt as though male partners look at females and think “sure we’ll introduce them to the clients, sure they can arrange the schedule, but oh, to go right it out with the other side, let’s send the guy.”

In the past I have always strived to hold leadership roles in whatever organizations I have been a part of. In high school I was editor-in-chief of the school newspaper in both my junior and senior years. At Arizona State, I held multiple leadership roles in my sorority, not only acting as a judicial officer as Standards Board Chair, but also as President during my junior year of study. Because I tend to lean toward what are considered masculine forms of communication and leadership, I was constantly seen as the “bad guy” and my authority was questioned multiple times when I tried to enforce rules. I expected punctuality, order, and loyalty, I seldom questioned tradition, I am rules-oriented, I always took a detailed and thorough approach to most situations, and I expected people to play their roles and follow the rules just like me.

I believe that because I exhibited more masculine traits in my communication and leadership, I was faced with animosity because I was breaking from the norm of female personality traits and methods of communications in a leadership role. My sorority sisters did not see me as being an effective leader because their perception of the types of communication styles I should have employed were opposite than those I did use. Because I consider my leadership style more masculine, I was perceived negatively, and did not gain the respect I should have.