Gender Bias in Executive Support Roles

Apple recently announced that Siri would no longer have a default voice. Instead, iOS users will now choose from a male or female voice throughout the setup process. This change reflects a growing awareness of the importance of personalization and user preference in technology, aiming to make digital assistants more inclusive and representative of diverse user needs.

Historically, while Siri's default voice in certain countries was male, the voice of Siri that has become widely recognized and iconic is that of a woman. The decision to make Siri female is a manifestation of the common notion that assistants—whether administrative, personal, or executive—are expected to be female. This entrenched stereotype has profound implications for how we perceive and value different genders in support roles.

Does this bias towards females in executive support roles place them at an unfair advantage, or does it confine them within a stronghold of stereotypes?

This question has sparked considerable debate among professionals and scholars alike. Those whose careers have evolved within the administrative industry may agree with the latter, recognizing the constraints and expectations imposed by such gender biases. On the other hand, individuals new to the field might be unaware of the pitfalls that a gender-biased role imposes, potentially blindsiding them to the challenges they might face.

Stereotypes present challenges, no matter from which side you look at them. They shape our expectations and interactions, often leading to misjudgments and unfair treatment. Generational ideals vary, but they can also be inherited, passed down through social and cultural norms. For this reason, society has struggled to eradicate gender stereotypes, making them a persistent reality we must all live with. However, this does not mean we must endorse or enable these biases. In the professional sphere, it's crucial to remember that any stereotype you might encounter is related to the role of an assistant rather than the individual performing it.

In this awareness rests the power to influence change. Stereotypes, after all, are just opinions, and opinions can almost always be respectfully challenged.

By questioning and confronting these biases, we can create a more equitable and inclusive environment for all professionals, regardless of gender.

Men in assistant roles are rare. Could this gender imbalance be due to a common perception that a man doesn't fit the stereotypical image of an assistant? Is this assumption fair or justified? When men do take on assistant roles, there is often a perception that they are more akin to managers and, therefore, seen as more capable. This perception can give them an unfair advantage, enabling them to quickly move out of assistant roles and into more senior positions.

You may have heard someone question why a man would want to stay in an assistant role if not to use it as a stepping stone to more 'significant' career opportunities. Perhaps you have wondered the same?

The reality is that there are dedicated professionals in executive support roles who are just as passionate about the profession as any other assistant, regardless of gender.

In many cases, men in assistant roles may have a more streamlined path to executive or managerial positions, which women may not experience as easily. It remains a 21st-century reality that men can more readily enjoy input-based job experiences in roles such as personal or executive assistants. However, despite their growing numbers, men in these positions face their own set of challenges and disadvantages due to these intrinsic biases.

For any assistant, a power imbalance can be a red flag. Often, the dynamic between a boss and an executive assistant exists with a blatant lack of boundaries. Where such a lack of boundaries abounds, the expectations are such that they can drag us back to a bygone era akin to a scene from "Mad Men" or "The Devil Wears Prada." These instances highlight a lack of understanding of the function that the executive support role executes for any given leader in any given organization and the industry's standing as a whole.

Efforts such as the Global Skills Matrix by the World Administrators Alliance are helping to clarify these roles not just for professionals in the field but for the broader business community. By defining the competencies and skills required for different levels of administrative roles, these initiatives aim to professionalize the field and ensure that assistants are recognized for their contributions and expertise.

Overcoming gender bias is not a problem for women in executive support roles alone. It is an issue that affects all administrative support professionals. In overcoming gender bias, we must ask ourselves: Are we inadvertently reinforcing these biases through the perpetuation of stereotypes and our own beliefs and values? To address gender bias or any bias, we must understand what it is, why it exists, and be willing to explore our attitudes with an open mind.

This journey involves continuous learning and self-reflection. Organizations can play a crucial role by providing training and development programs that raise awareness about unconscious biases and promote inclusive practices. Mentorship and sponsorship programs can also help support underrepresented groups, offering guidance and opportunities to advance their careers.

Furthermore, celebrating diversity and promoting role models from various backgrounds can inspire others and challenge existing stereotypes. Highlighting success stories of men and women who have thrived in executive support roles can demonstrate that competence and passion are not determined by gender.

As we strive for a more inclusive workplace, it's essential to recognize the unique challenges and contributions of all individuals in executive support roles. By fostering an environment that values diversity and inclusivity, we can create a more equitable and supportive workplace for everyone.

The shift in how we perceive and value the role of assistants—regardless of gender—is crucial for building a more inclusive and equitable professional landscape. By challenging stereotypes and biases, supporting professional development, and promoting diversity, we can ensure that all administrative support professionals have the opportunity to thrive and succeed.