I’ve been saying the phrase “I’m just a girl” frequently over the past year to explain why I don’t want to catch bugs or open tight food jars on my own. But being “just a girl” also reflects the realities of both internalized and blatant misogyny women experience in traditionally male spaces.
To clarify, it’s perfectly understandable not to want to touch bugs or struggle with impossible containers. I’ve seen people of every gender identity fight against Talenti ice cream lids. But when this narrative extends to professional or academic work, it can actively interfere with someone’s success.
Even when what I say and do is important, feeling like “justa girl” hinders my ability to succeed.
A reason my parents named me “Jordan” was so I’d appear gender-neutral on paper. I don’t know if they were predicting my work in journalism and academic publications, but they were smart to do so. My work might be disrespected or questioned if I had a traditionally feminine name.
The impact of gender perception became clear when I got my first job working as temporary maintenance staff.
I was the only woman hired, but I wasn’t worried about the work. I’ve been using power tools safely since I was eight years old.
My manager, who had been there for years, assured me there was no need to put pressure on myself — I was doing great and had nothing to prove.
Regardless, as the days went on, I was assigned more sweeping and groundskeeping duties than my male coworkers. At the end of the temporary period, I was the only one not to be hired.
Studies conducted at MIT show that women on average receive higher performance ratings than male counterparts, often outperforming their expected potential. Despite this, women are less likely to be promoted in the workplace.
If I had sucked at my job, it would be a different conversation. But my situation shows how women can put in more effort with better results and still be expendable in a male-dominated workplace.
This pressure isn’t something I experience in my healthcare work, a historically feminine area.
Gender gaps also extend to academic disciplines, adding unnecessary pressures on women. NC State is huge on engineering, a historically male-dominated field.
But women leave the engineering profession at twice the rate men do. Their reasons? Not being offered opportunities for advancement in the field or having access to a supportive workplace culture.
Even when women are completing work in traditionally feminine fields, like liberal arts or humanities, those degrees are often referred to as “easy,” like psychology and English.
When you’re putting in years of studying and work to complete an academic path you’re passionate about, there’s no reason to belittle your degree. If it’s going to get you the job you want, who cares?
This mindset can also benefit men pursuing careers in traditionally woman-dominated areas. Stereotypes about gendered positions can make it difficult to succeed in any field people are passionate about.
Instead of ignoring the realities of gender-based assumptions, work and school environments should prioritize performance.
Employers need to focus on skills and experience when deciding who gets an internship or a spot in a research lab. When determining promotions or layoffs, evaluate the data more than who historically fits the role.
Whether as a leader or peer, social perception significantly impacts work when in a career dominated by another gender. The pressure to prove yourself shouldn’t overwhelm you in the areas you’re passionate about.
Women can also work to recognize when we’re experiencing internalized misogyny. You’re not “just” anything. When you’re good at what you do, there’s no reason to compound pressures on yourself.
