There’s a stark reality we can’t ignore – men are still more likely to get jobs.

This isn’t about pointing fingers, it’s about understanding the why behind this pattern.

Is it unconscious bias? A product of societal norms? Or maybe something else entirely?

In this article, I’ll unpack 8 reasons why men are more likely to land jobs. These are not excuses, they are explanations meant to expose the issue in order to address it.

So, buckle up, because it’s time for some hard truths. This is the reality of the job market today and it’s high time we had an honest conversation about it.

1) Unconscious bias

It’s a tough pill to swallow, but unconscious bias often comes into play when hiring.

Despite growing awareness, biases still exist that skew in favor of men. These are not overt discriminations, rather subtle, ingrained perceptions that influence decision-making.

For example, studies show that when it comes to leadership roles, men are often perceived as more ‘leader-like.’ This isn’t because they necessarily possess better leadership skills. It’s simply a long-standing stereotype that’s hard to shake off.

So even when a woman has the same qualifications and experience as a man, the man might be seen as a safer bet.

This unconscious bias is an unfortunate reality in many workplaces. Addressing it requires acknowledging its existence and actively working towards mitigating its effects.

Just like salespeople use social proof to influence decisions, employers unconsciously use societal norms and stereotypes to decide who gets the job. It’s not fair, but it’s happening.

2) The confidence gap

This one hits close to home. I’ve seen it in action in my own career.

The ‘confidence gap’ refers to the well-documented phenomenon where men tend to be more confident in their abilities, while women are more likely to underestimate theirs.

I remember applying for a promotion a few years ago. I was hesitant, second-guessing whether I had all the skills listed in the job description. My male colleague, with similar experience and qualifications, didn’t hesitate. He applied and got the job.

Later, I found out that he didn’t meet all the requirements either. But he had the confidence to apply regardless and learn on the job.

This is not to say that every man is overly confident or that every woman lacks confidence. But statistically speaking, men are more likely to apply for jobs they aren’t fully qualified for, while women tend to hold back unless they meet all the criteria.

This confidence gap can lead to men getting more opportunities simply because they’re more likely to put themselves forward. It’s a tough cycle to break, but awareness is the first step.

3) Gendered job descriptions

Job descriptions are more influential than we might think. They’re often the first point of contact between an employer and a potential employee. But here’s the kicker – research shows that certain language used in job descriptions can unintentionally deter women from applying.

Words like ‘dominant’, ‘competitive’, and ‘aggressive’ are often associated with male stereotypes, while ‘supportive’, ‘understanding’, and ‘collaborative’ are seen as more feminine. When job descriptions use more masculine-coded language, women may subconsciously feel that they wouldn’t fit in the role or company culture.

On the flip side, when job ads use more gender-neutral language, they attract a wider variety of applicants and promote diversity. Yet, despite this knowledge, many employers still use gendered language in their job descriptions, often without even realizing it.

And this, in turn, could be another reason why men are still more likely to get jobs.

4) Networking and mentorship

Let’s talk about networking and mentorship. In the professional world, who you know can be just as important as what you know.

Unfortunately, men have historically had more access to these professional networks. They’ve been in the workforce in greater numbers and for a longer time. This means they’ve had more opportunities to form connections and find mentors who can guide their careers.

Women, on the other hand, may find it more difficult to find mentors and role models in male-dominated fields. This lack of networking opportunities can make it harder for women to hear about job openings or to have someone vouch for them when it counts.

The power of networking and mentorship cannot be underestimated in job hunting, and it’s another factor that contributes to men being more likely to secure jobs. But remember, this is changing as more and more women break into traditionally male-dominated fields.

5) The motherhood penalty

This one is particularly painful. It’s called the ‘motherhood penalty,’ and it’s a hard reality for many women.

Women who are mothers often face discrimination in the workplace. They may be seen as less committed or reliable because of their family responsibilities. Men, however, often don’t face the same scrutiny over their parental status.

It’s heartbreaking to think that women can be penalized for being mothers, especially when they’re just as capable and committed as their male counterparts. This bias can lead to fewer job opportunities for women, contributing to the gender gap in employment.

We need to create workplaces that value and support all employees, regardless of their parental status. Only then can we start to level the playing field.

6) Stereotype threat

The ‘stereotype threat’ is a psychological phenomenon where people underperform because they’re afraid of confirming negative stereotypes about their group.

I remember my first job in a male-dominated field. I was constantly aware that I was one of the few women there. I felt this immense pressure to prove myself, to show that I was just as competent as my male colleagues.

But this pressure often led me to second-guess myself, leading to stress and sometimes even underperformance. This stereotype threat can hinder women’s performance and reduce their chances of securing jobs.

It’s a silent battle that many women fight in their professional lives. But acknowledging it and supporting each other can go a long way in overcoming this obstacle.

7) Lack of flexibility

Flexibility, or rather the lack of it, is another reason why men are more likely to secure jobs.

Many traditional job structures are built around a rigid 9-to-5 schedule, which isn’t always compatible with the responsibilities many women juggle, particularly when it comes to childcare or eldercare.

While men are increasingly taking on these responsibilities, women are still more likely to be the primary caregivers in their families. This can make it harder for women to commit to jobs that demand inflexible schedules.

Workplaces that offer flexible hours and remote work options can help level the playing field. But until such flexibility becomes the norm, it remains a factor in why men are more likely to get jobs.

8) Structural inequalities

At the root of it all, we find structural inequalities. These are deeply ingrained societal norms that have historically favored men in the workplace.

These inequalities permeate every layer of our society – education, politics, family structures, and yes, the job market. They create an uneven playing field where men are often given a head start.

Addressing these structural inequalities is no small task. It requires systemic changes in how we educate, hire, promote, and value individuals in the workplace.

This is not a women’s issue or a men’s issue. It’s an issue for all of us who want to see a fair and equal society. And it’s about time we tackled it head on.

Final thoughts: It’s a collective responsibility

The factors contributing to why men are more likely to get jobs are intertwined in a complex web of societal norms, unconscious biases, and structural inequalities.

Unpacking these reasons isn’t about placing blame. It’s about understanding the dynamics at play so that we can work towards more equitable workplaces.

Change isn’t easy. It requires self-reflection, action, and often, discomfort. But remember this – change is not just possible, it’s necessary.

And it’s not just up to the individuals facing these barriers. It’s up to all of us – employers, employees, educators, policymakers – to challenge these norms and biases that perpetuate inequality.

Just as acetylcholine might influence an introvert’s preference for solitude, societal structures heavily sway workplace dynamics. But unlike biochemistry, societal structures can be dismantled and rebuilt.

So, as we move forward, let’s remember this – creating equitable workplaces isn’t just the right thing to do. It’s the smart thing to do. For everyone.