In the U.S. women make up nearly 40% of MBA graduates (Noland and Moran 2016). Nevertheless, women accounted for only 20% of all S&P 500 directors in 2016 despite making up 47% of the U.S. workforce (Loop 2016). Moreover, as of 2014, nearly 60% of 22,000 global firms had no female board members, and less than 5% had a female CEO. But there were some differences between the countries examined: In Norway, Latvia, Slovenia, and Bulgaria were at least 20% of the board members and CEOs women. On the other hand, Japan just had 2% female representation in board members and 2.5% in CEOs (Noland and Moran 2016). But why is it still so difficult for women to become a leader? The concept of genderlect could give an answer, which why the various concepts and aspects will be discussed in this short paper.
Genderlect
In the U.S. women make up nearly 40% of MBA graduates (Noland and Moran 2016). Nevertheless, women accounted for only 20% of all S&P 500 directors in 2016 despite making up 47% of the U.S. workforce (Loop 2016). Moreover, as of 2014, nearly 60% of 22,000 global firms had no female board members, and less than 5% had a female CEO. But there were some differences between the countries examined: In Norway, Latvia, Slovenia, and Bulgaria were at least 20% of the board members and CEOs women. On the other hand, Japan just had 2% female representation in board members and 2.5% in CEOs (Noland and Moran 2016). But why is it still so difficult for women to become a leader? The concept of genderlect could give an answer.
The term genderlect was first used in the 1970s. It refers to a language variety, which is explained on the grounds of the speaker’s gender/sex (Kramer 1974; Haas 1979). According to this, sex can be a relevant variable in language contact situations. Therefore, the existence of two separate languages spoken by the two sexes has been suggested and referred to as sex dialects. Thus, there should be differences between male and female language in terms of lexicon range, complexity of syntactic structures, verbal taboo, usage of local vernacular, degree of formality, positive politeness, and verbosity (Jespersen 1922). At this point, it is important to differ between sex and gender. While sex refers to the biological categories (male sex or female sex) (Baxter 2010, 13f.), gender is not something we have or are, but something we do (Holstein and Miller 1993). Therefore, the term gender refers to cultural and social constructions of what it means to be male or female (Baxter 2010, 13f.). Also, men and women do not form homogeneous groups, as there is not just one type of woman or man. Because of this, there is not just one male genderlect and one female genderlect (Hidalgo-Tenorio 2016, 2).
There are two important theories about language and gender: the Dominance Theory and the Gender Difference Theory. According to the dominance theory, the language of women is the language of the powerless, since female speakers have a less assertive attitude (Thorne and Henley 1975; Zimmerman and West 1975) and lack self-confidence (Lakoff 1975). To be more specific, Lakoff identified 9 differences (Lakoff 1975):
- Specialized and richer vocabulary: Women use more precise color terms (e.g. mauve) and richer vocabularies in traditionally female specialties (e.g. in cooking).
- Less Swearing: While men use stronger forms of swearing (e.g. Dammit!), women use milder forms (e.g. Oh dear!).
- Empty adjectives: Women are more likely to use empty adjectives conveying emotion (e.g. great, lovely, gorgeous)
- Tag questions: Women tend to tag questions when expressing their opinion: That’s a nice picture, isn’t it?
- Intonation: First, women have a wider pitch range than men. Second, they speak in italics (so, very, really). And third, they use question intonation for statements (Excuse me, you’re standing on my foot?).
- Superpolite forms: I wonder if you would mind handing me that book.
- Hedges: well, you know, sort of, I guess
- Hyper-correct grammar: Women avoid slang/non-standard forms, which is why they say and write aren’t/are not instead of ain’t. Furthermore, they pronounce more precisely (going vs. goin’).
- Joke-telling and humour: It is said that women cannot tell jokes and have no sense of humour.
The gender difference theory was invented and specified by Tannen. According to this theory, men and women belong to different subcultures (Tannen 1990 and 1994) or are from two different planets (Mars and Venus) (Gray 1992). That is why they speak differently: Women more frequently apologise, soften criticism, say “thank you”, ask others for their opinions, give praise, give compliments and complain as a solidarity strategy (Tannen 1994, 49ff.).
Furthermore, Holmes (2000 and 2006) identified different interactional styles for men and women, which can be seen in table 1:
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Table 1, Feminine and masculine interactional styles
In conclusion, women seem to speak differently than men. Nevertheless, we have to ask ourselves whether communication styles between men and women really are that different everywhere in the world, since men and women in western societies are mostly socialized together (Crawford 1995, 86ff.). And even if there are some differences, it should not be a bad thing. Unfortunately, I think that the language and communication styles of women are often seen as “too soft” and “not dominant enough” for a leadership position. But in my opinion that is wrong, since there is no “best way” and each communication style has its advantages and disadvantages. In addition, the Genderlect theory seems somewhat outdated and extreme to me. Therefore, we should constantly challenge stereotypes, but recognize that we are all influenced by them. Moreover, Baxter suggests a Gender-Multiple Corporation to solve the dilemma, which enables women (and men) to balance their professional lives with other roles – such as parent or care-giver – and has well-established diversity policies as well as mentoring opportunities. Furthermore, such an organization values both communication styles, which is why men and women use a range of communication styles (e.g. both assertive and supportive) (Baxter 2010, 21f.).
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- Quote paper
- BSc (WU) M.A. Katharina Feigl (Author), 2020, Genderlect. Why is it still so difficult for women to become a leader?, Munich, GRIN Verlag, https://www.grin.com/document/925470
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