Psychological Androgyny in the Workplace.
There are three gender roles which are masculinity, femininity, and psychological androgyny.
Psychological androgyny is a person’s ability to possess both masculine and feminine traits such as ‘aggressive and nurturant’, ‘dominant and submissive’. It is thought to be the most desirable gender role when it comes to the modern workplace because psychologically androgynous people “have high emotional intelligence, and they’re especially effective at adjusting their behaviour to address the demands of a particular situation,” (Collaborative Journeys).
The workplace is a male-dominated environment and often leaves little to no room for the female role, even though women occupy half of the workforce. An androgynous leadership style makes the workplace more inclusive.
What are the benefits of psychological androgyny in the workplace?
People who are psychologically androgynous have “mental health advantages, higher self-esteem, and report feeling little pressure for gender differentiation. Androgyny has also been shown to have an effect on communication skills later in life. Someone who has androgynous characteristics tends to be able to communicate with people of the opposite sex better in social and professional settings,” (Communicating Psychological Science).
Imagine working with someone who understands you completely, it’s a refreshing feeling. Leaders in the workplace contribute to the well-being of their workers. Adopting an androgynous work style or by hiring psychologically androgynous people, creates a well-balanced work environment.
How can psychological androgyny be measured?
Sandra Bem, a leading feminine psychologist on gender studies (1944–2014), invented the Bem Sex Role Inventory test or BSRI for short. She believed androgyny sustained a healthy balance of masculine and feminine personality traits which gives a person the freedom not to be strictly either-or (Good Therapy).
The BSRI is a 60 question personality test that measures which gender role you most identify with psychologically. It has endured some criticism that questioned its validity but its still a popular test (Psytoolkit.org).
After searching through a plethora of tests, I finally took a 36 question Gender Role Test from IDRLabs that was inspired by the BSRI and I scored as Casually Feminine (50% masculine, 69% feminine). I assume that means sometimes I’m feminine and sometimes I’m not which is about right.
In conclusion, psychological androgyny is better for the workplace because it creates a healthy balance for the well-being of others. It can be measured through a variety of personality and gender tests so a person can get a sense of which role they identify the most with.
Lastly, psychological androgyny pays off in the long-run by affording a healthy level of mental health advantages such as high self-esteem and effective communication. It would be worthwhile to adopt this trait into a workplace environment.