Sexism in the workplace: how to recognize it?

The Labour Code strongly condemns sexist acts, defined as “any act related to a person's sex, the object or effect of which is to undermine their dignity or to create an intimidating, hostile, degrading, degrading, humiliating or offensive environment” (Article L. 1142-2-1 of the Labor Code).

Despite this ban, in fact, sexism is a daily reality in many companies, mainly because of the difficulty in clearly defining this polymorphic phenomenon.

Far from being just anecdotal, sexist discrimination at work has a real impact on the physical and mental health of the people who are the target. So how do you recognize it and how do you distinguish it from acts that have a deeper impact, such as sexual harassment?

What is sexism?

Sexist behaviour: definition

Sexism is a fairly complex concept to define because of the multitude of forms it can take. A common basis for all sexist actions, whether conscious or not, is that they result in putting women or men at a disadvantage, whether through oppression, humiliation, exclusion, etc.

Even if the discourse of many companies may suggest that sexism in the workplace is a thing of the past, the reality is such that it is far from having disappeared, as evidenced by the blog (tumblr). Pay your job. On the other hand, its mode of expression has evolved: negative behaviors towards women or men are now more subtle, easily amenable to ambivalence, which makes them difficult to qualify.

The different degrees of sexism in the workplace

In its report on sexism in the world of work, the Higher Council for Professional Equality between Women and Men distinguishes several degrees of sexism:

• Openly hostile sexism : in this case, sexism is intentional, clearly visible, and unequivocal. The negative and unfavorable opinion about the opposite sex is then expressed openly, making it easier to demonstrate. Although this form of sexism is no longer tolerated in most circles, it is still found in traditionally male sectors of activity, and in positions of governance.
• Masked sexism : their authors publicly express an opinion in favor of gender equality, while in action, their conduct may go completely against this ideal (undervaluation of their colleagues of the opposite sex, behaviors conducive to failure, etc.). The hidden nature of this sexism is voluntary, but the intent to harm is fully conscious.
• Subtle sexism : unequal treatment is difficult to see here, because it is directly linked to sex stereotypes deeply rooted in our society, through popular traditions and beliefs, religion, mythology, certain scientific theories, and even certain laws. The actors of this sexism do not necessarily realize that their behavior is discriminatory.
• Benevolent sexism : this form of sexism is the most deceptive, because it is the most elusive. It is characterized by words and attitudes that apparently differentiate women favorably, by giving them certain positive qualities. The problem is that these so-called qualities are based on condescending and/or infantilizing beliefs about women. The carriers of this type of sexism are most often well-intentioned and do not realize the discriminatory nature of their statements.

Ordinary sexism at work: its different expressions in the company

In their daily professional lives, a majority of women are affected by ordinary sexism, directly or indirectly. Whether within their team, on the part of line managers, service providers or customers, 80% of women are victims of it (Source: Superior Council for Professional Equality).

Here are some of the most common forms of sexism in the workplace:

• Sexist remarks and jokes : humor is a very effective way to perpetuate and disseminate sexist prejudices. Not only can it be uncomfortable, but if it raises questions or protests, the author of these jokes may hide behind their apparent harmlessness.
• The use of familiar interpellations (“my beautiful”, “my little one”, “my cute”, etc.): for many, these nicknames are insignificant, even benevolent, and contribute to creating a good atmosphere within the company. Rather, the reality is that this imposed familiarity sounds like a form of condescending, bordering on infantilization. For many women, this creates obvious discomfort.
• Gender-based incivilities : they can be of various types, but they generally reflect an obvious lack of respect (interruption of a conversation, use of demeaning language, questioning of skills, appropriation of the ideas of another, blatant lack of interest in women's speeches and opinions, etc.).
• The obligation to conform to gender stereotypes : Stigma against people who do not comply with the norms usually associated with their gender is common. This form of sexism mainly affects women managers, who demonstrate qualities traditionally attributed to men (authority, leadership skills, etc.).
• The feigned seduction : compliments relating to physical appearance, which are not wanted by the person receiving them, have the effect of reducing it to the state of an object. This contributes to the arbitrary and unilateral sexualization of professional relationships.
• Sexist remarks about motherhood and family responsibilities : even seemingly innocuous, or without a real desire to hurt, negative remarks addressed to mothers are harmful, especially since they are commonplace. 75% of women have thus undergone reflections on their motherhood and its supposed impact on their work (Source: CSEP/LH2 2015 survey).

Sexual harassment and sexist acts: what are the differences?

In practice, these two concepts are often intertwined. Indeed, a company in which sexist attitudes and remarks are tolerated, or even encouraged, favors the emergence of deviant behaviors that can lead to cases of sexual harassment.

Sexual harassment, like sexism, is complex to define because it can take many forms. There are 2 types (Article L1153-1 of the Labor Code):

• Single act assimilated to sexual harassment : serious pressure was exerted on the victim, with the real or apparent objective of obtaining an act of a sexual nature.
• Sexual harassment consisting of repeated acts : it is characterized by remarks or behaviors that have a sexual connotation, that are unwanted, that undermine the dignity of the person, and/or that generate a hostile and intimidating climate.

It should be noted that sexual harassment is also a concept enshrined in the Criminal Code as a crime.

Sexual harassment can occur, even:

• in the absence of sexual acts per se;
• if the victim did not clearly express their lack of consent;
• if there is no hierarchical relationship between the alleged harasser and the victim;
• whether the perpetrator acted for the benefit of a third party;
• if the harasser was not aware that he was a stalker.

In other words, sexist behavior can border on sexual harassment. In fact, making degrading remarks based on a person's sex that violates their dignity constitutes sexual harassment. It depends on what you say and what sexist stereotypes are highlighted.

To deepen the concept of sexual harassment and see if the ordinary sexism you are witnessing can border on harassment, you can consult our file dedicated to sexual harassment.

The Difference Between Sexual Harassment, Sexism, and Seduction

The line between sexual harassment, sexism, and seduction can sometimes seem blurry. Here are a few things that will allow you to differentiate one from the other with certainty:

• In a process of seduction, relationships are positive, reciprocal and egalitarian. Both people listen to what their behaviors and words produce in the other person. The watchword is respect.
• Sexual harassment and sexism are based on a report of domination. The stalker denies the other person's feelings, choices, and consent. He imposes his desires and behaviors and brings discomfort, humiliation and anger to his victim.