Career fear: Driving characteristic of a male-coded workplace

by Sep 5, 2019

What needs to change in the male-coded workplace?

The male-coded workplace is defined by several characteristics that discourage female participation, and career fear is at the heart of it.

Our current workplaces were built by men for men. In historical terms, women have entered the organisational fray only relatively recently. It is therefore hardly surprising that male values and norms dominate our workplace cultures. We measure success and failure against these values and use them as benchmarks for career progression.

But what are these values that contribute to and define organisational culture?


Characteristics of a male-coded workplace

There are a number of characteristics of a male-coded workplace. Yet all are under-pinned by career fear and gender-based expectations and stereotypes.

● Total commitment

Showing total commitment is the hall mark of an ambitious and successful corporate executive. It is accompanied by a willingness to sacrifice personal and family time and goals. In today’s digital age, presenteeism and connectivity pushes men towards excessive hours. This has an impact on physical and mental health, causing burnout, depression and even suicide.

In the European Union, 77% of reported suicide cases in 2015  involved men. Male gender roles tend to emphasise greater levels of strength, independence, risk-taking behaviour, control of emotions, economic and social success, and individualism. Reinforcement of gender roles and expectations often prevents men from sharing details of their emotional state or from seeking help.

Ironically the 40 hour working week was instituted to protect lower paid and less qualified workers. But today this has changed. Long hours are associated with a successful professional career. In today’s “presence culture,” overwork is the new norm. It is perceived as a badge of honour and resilience by some. We have seen the emergence of a culture of long hours. Employees are expected to be “on call” with a willingness to be available 24/7/365. It is viewed as part of the golden conveyor to career success.

Amy told us how her boss became frustrated with her because she didn’t answer emails at the weekend, when she was on holiday in the Caribbean with a six hour time difference. “It was a routine matter which could have waited until Monday or even my return from holiday.”

● Excessive risk taking

This is about standing out or integrating with the group to gain acceptance or to stop exclusion. This can include physical as well as business risks. The line that illustrates this perfectly suggests if Lehman Brothers had been “Lehman Brothers and Sisters”  then perhaps the 2008 financial crisis could have been avoided. Research from the U.K. based Psychological Consultancy shows that women are twice as likely to be cautious as men. “Risk-taking is desirable and required in the workplace. But we need a balance to avoid it spiralling out of control, as we witnessed with the financial crisis”

Essentially, what was seen as exceptional requirements to meet specific needs has become our normal. Professor Diane Vaughan, professor at Columbia University Department of Sociology, describes this as the normalisation of deviance: “Social normalisation of deviance means that people within the organisation become so much accustomed to a deviant behaviour that they don’t consider it as deviant. This is despite the fact that they far exceed their own rules for the elementary safety.”

Included in this is the toleration of fiddling expenses, cheating at sport, corner cutting in safety standards (VW emissions), unethical business practices (toxic sub-prime mortgages), sexual harassment (Harvey Weinstein et al), fraudulent accounting (FIFA scandal), and incredibly long hours worked. Organisational regression has resulted in some sectors, gaining notoriety for boiler room pressure and cultures of overwork reminiscent of the 19th century. Associated in those days with low paid unskilled workers, the focus has shifted to highly educated and qualified professionals.

It can be difficult to make yourself heard in a male-coded workplace. Try our Returner Roll-Up Session to Raise your Visibility.

● Exclusion of non-conforming men

Men that don’t follow the rules of traditional masculinity, and don’t conform to traditional male stereotypes, are excluded or derided. Research from David M. Mayer, of the University of Michigan, suggests that men face backlash when they don’t adhere to masculine gender stereotypes. This can be by showing vulnerability, displaying empathy, expressing sadness, exhibiting modesty, being feminine or even saying they are feminists. Men are derided for interests in activities that are traditionally stereotyped as being feminine. They too experience the  same double bind bias that women do when they deviate from expected behavioural norms. Men are penalized for not being assertive even by women who can contribute to a culture of toxic masculinity.

Research from the University of Cincinnati found that a third of gay men don’t come out in a professional setting for fear of being judged and encountering professional repercussions.

● Discouraged from family responsibilities

Just as women who seek to find work/life balance struggle, men who prioritise family obligations are perceived to lack professional commitment, availability or ambition. Research from Eurofound noted that “cultural norms and perceptions about gender roles in child rearing” served as a disincentive for men to take parental leave in the European Union.

So why aren’t they taking the leave they’re entitled to? Why aren’t expectant fathers demanding time off to care for their families? Alexis Ohanian, Serena Williams’ husband, examined this in an article for the New York Times when his wife suffered a pulmonary embolism during child birth.

He believes the problem is related to “career fear.”  It is about the stigma of breaking away from male coded values and the need to be seen as a “provider.” A recent study conducted at PL+US, a national paid-leave advocacy group, found that 84 percent of expectant fathers plan to take leave. However, only half of these men believe their employer supports them. Nearly a third of fathers think that taking paternity leave could negatively impact their career. Men believe they could “miss out on a promotion,” “become obsolete,” or lose their jobs.

Are men encouraged to take equal responsibility for children?

In the EU there are still 15 Member States where a majority believe it is the role of the woman to take care of the household and children. Only 10 EU countries have a period of leave reserved for fathers. But even in these countries, this entitlement can often be transferred to mothers. Will the right to disconnect become a much sought after corporate benefit? Or will we see a corporate exodus as individuals seek to protect their health and wellbeing? As we are seeing in some countries, employees are now being protected against after-hours intrusion and demands by employers. It is probably now needed for senior, highly educated ones as well.

It’s clear that to achieve a less male-coded workplace, households and families need increased male participation. It’s not just a workplace issue.  It seems we still have a long way to go.

Reach your full potential with our Career Coaching for Women. Find out more HERE.

Dorothy Dalton Administrator
Dorothy Dalton is CEO of 3Plus International. A specialist in diversity and bias conscious executive search, she supports organizations to achieve business success via gender balance, diversity and inclusion. She is CIPD qualified, and a certified coach and trainer including digital learning.
follow me

Found that interesting?
Learn more about our services for building inclusive workplaces

Found that interesting?
Learn more about our services for building inclusive workplaces

Individual services

Only 50% of women create a career strategy. Make sure you are on the right side of that equation to reach your potential

Corporate services

“Inclusion is not a matter of political correctness. It is the key to growth.” — Jesse Jackson

Upcoming events


📢New program: How to create inclusive job postings

In today's rapidly evolving world, it's essential for organisations to embrace diversity and inclusion. Organisations unconsciously communicate their company cultures and values in everything they do including their job postings. These can either attract or repel talent from a diverse range of backgrounds.

A crucial step in this process is ensuring that your job postings reflect these values. Our training program will equip you with the knowledge and skills to craft job descriptions that attract candidates from all backgrounds, eliminating bias and fostering an inclusive hiring process.


create inclusive job postings

Full programme details HERE


📢New Programme available with 3Plus International

“If you have a brain you have a bias” and nowhere is this more apparent than in our hiring processes.

The ‘How to Mitigate Bias in the Recruitment Process’ programme is designed to convey the serious nature of bias in the recruitment process with a focus on gender bias and the way it impacts both businesses and organisations, but in a way that is thought-provoking and engaging.



Full programme details HERE

Dates for the Diary


Trauma Informed Coaching Certification course April - May 2024

25th  April: Corporate Training  - Build your Personal Board of Directors

23rd May:  Corporate Training: Making the accepted unacceptable: challenging ordinary sexism in the Workplace

31st May:  Corporate Training  - Build your Personal Board of Directors

11th June: Corporate Training  - Build your Personal Board of Directors

14th June:  Corporate Training How to Handle Everyday Sexism

Download and listen free podcasts

Latest Podcasts

Related articles

The Glass Escalator

The Glass Escalator

Men are berated for lowering themselves to do women’s work  However, the glass escalator works well for men who rise to leadership positions and obtain disproportionately higher pay than women.

read more