Sexuality is one aspect of human existence that has been explored by scholars from various disciplines, including sociology, psychology, anthropology, economics, philosophy, and biology.
The study of sexuality in the workplace has received limited attention, despite its potential impact on employee performance. This article seeks to explore the relationship between sexuality and employee performance in detail, focusing on how perceptions of employees' sexuality influence their evaluations and peer feedback. The following sections discuss the definition of sexualization, its manifestation, and its effects on job performance, concluding with suggestions for managing sexualized perceptions in the workplace.
Definition of Sexualization
Sexualization refers to the process whereby an individual or group attributes value and meaning to someone based on their sex or perceived gender identity. It involves viewing people as objects of desire or pleasure rather than individuals with personalities, skills, and abilities. In other words, it involves treating others primarily as sexual beings, regardless of whether they are in a romantic or intimate relationship. Sexualization can manifest through dress code, language, body language, jokes, and gestures, among other means.
Manifestation of Sexualization
Sexualization can occur at different levels within organizations, ranging from low-level interactions to senior management.
Managers may evaluate subordinates based on their appearance, particularly when they believe the person will meet their needs. Coworkers may also engage in sexualized behavior, such as making suggestive remarks or touching each other without consent. These actions create an environment that is uncomfortable and hostile to some workers, resulting in decreased productivity and engagement.
Effects of Sexualization on Job Performance
Studies have found that sexualized perceptions of employees impact their performance negatively.
Women who receive negative feedback due to their physical attractiveness tend to withdraw from teamwork activities because they feel less competent compared to their peers. Men who receive positive feedback for being masculine tend to perform worse than those who do not. Similarly, employees who experience sexual harassment tend to report reduced job satisfaction, psychological distress, and lower commitment to work.
Strategies for Managing Sexualized Perceptions
Organizations can manage sexualized perceptions by promoting inclusive policies that support diversity and equality. They should establish clear codes of conduct, including dress codes, and implement training programs for managers and employees on appropriate conduct.
They can set up mechanisms for reporting and addressing complaints of sexual misconduct promptly.
Companies can encourage open communication between coworkers and offer support to victims of sexualized perceptions.
Sexualized perceptions of employees can significantly alter how they are evaluated and perceived at work. Organizations need to take action against these behaviors to ensure a healthy and conducive working environment for all employees. By implementing inclusive policies and creating safe spaces for discussion, organizations can promote a culture of respect and collaboration that supports employee performance.
To what extent do sexualized perceptions of employees alter performance evaluations and peer feedback?
In terms of employee performance evaluation, researchers have found that when employees are perceived as more sexually attractive, they tend to receive higher performance ratings from their supervisors. The reason for this is not entirely clear, but some research suggests that there may be an implicit bias against women in leadership roles, which could contribute to unfairly high expectations of female employees who do not match these stereotypes.