The question of how sexualized perceptions can influence an employee's evaluation of their coworkers is a complex one that has received little attention in academic literature.
It is an important issue for understanding workplace dynamics and gender bias. This article will explore this topic in depth, providing concrete examples and research-based insights to help readers better understand the phenomenon.
Let's define what we mean when we talk about sexualization. According to psychologists, sexualization refers to "the act of perceiving or depicting a person or object as a source of sexual excitement" (Rudman & Phelan, 2018). In other words, sexualization occurs when people interpret another individual's behavior as having some kind of sexual intent or meaning.
If someone asks you out on a date but then doesn't follow through with your plans, they may be seen as unreliable because they have shown themselves to be sexually interested in you without actually being interested in pursuing a relationship. Or, if someone compliments your appearance too much during meetings, they might seem less credible because they are trying to win favor by appealing to their sexual desires rather than their professional qualifications.
Let's consider how these perceptions can impact employee performance evaluations. Research suggests that employees who appear more sexually attractive tend to receive higher ratings on competence measures such as job knowledge and skills (Rudman et al., 2019). This is likely due to stereotypes about women and men: Women are often believed to lack technical expertise while men are assumed to be naturally good at math and science. As a result, employers may assume that female workers with strong technical skills must also possess certain physical attributes. Similarly, men who excel at math and science may be viewed as unattractive and therefore unsuitable for positions requiring social interaction (e.g., sales) unless they compensate for this deficit with physical beauty.
There is evidence that sexualized perceptions can harm both genders in the workplace.
Rudman et al.'s study found that male employees who were rated as physically attractive received lower performance appraisals from coworkers when compared to those rated as less attractive. In other words, looking sexy was associated with negative attitudes toward the worker's ability to get things done. And studies show that women who dress in revealing clothing or act flirtatiously at work may be seen as less reliable and trustworthy than those who do not (Fredrickson & Roberts, 1997; Hewlett, 1985).
So what does all of this mean for business leaders? First, they should strive to create an environment where employees feel comfortable expressing themselves freely without fear of being judged based on their appearance or behavior. Second, managers need to ensure that performance evaluations focus on actual job-related tasks rather than superficial characteristics like sex appeal.
Companies should provide training programs aimed at reducing gender bias in the workplace so that everyone has access to equal opportunities for promotion and advancement regardless of their physical traits.
How do sexualized perceptions shape employees' assessment of competence, reliability, and credibility?
Sexualized perceptions may affect how individuals perceive their peers' competence, reliability, and credibility. Individuals who are seen as sexually appealing may be perceived as less capable, unreliable, or not trustworthy compared to those who are not. This is because society often associates attractiveness with lack of intelligence, experience, and professionalism, which can lead others to doubt one's abilities.