Most people are familiar with the term “Gender Pay Gap”. In Germany, this gender-specific wage gap was 18 percent in 2020 (data for 2021 is not available yet). This means that at an average of 18.62 euros gross, women in 2020 earned 4.16 euros less than men – a difference of 18 percent.[1]

This difference in earnings is one of the most striking examples of discrimination on the basis of gender stereotypes. A large portion of the gender pay gap is attributable to the fact that women more often work in poorly paid industries and occupations, and that they are less likely to reach managerial positions. Compared to men, they are also more inclined to work part time or take side jobs.[2]

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Discrimination on the basis of gender stereotypes doesn’t only affect women on the labor market, but also men as well. Widespread societal stereotypes push men (as well as women) into certain roles, industries and occupations, while other activities, for example in the social sector, are less likely to be entrusted to them. Gender stereotypes are, therefore, detrimental to everybody on an individual, societal and economic level.

A further aspect that needs to be considered when discussing discrimination on the basis of gender stereotypes is the issue of companies and organizations using seemingly neutral criteria and processes that actually impact people differently depending on their gender. This is known as indirect discrimination. An example of indirect discrimination would be a company only granting full-time employees with access to in-company training opportunities. Since part-time employees are predominantly women, such a rule would place them at a disadvantage. This means that companies and institutions should be on the look out for instances of possible discrimination and working to counteract them when placing job advertisements, when selecting personnel (for jobs and promotions), when creating terms of work and employment, when offering further training, when evaluating employees, and when setting working hours. A useful tool to use here is the “Equal Treatment Checklist” put together by the German Anti-Discrimination Office.[3]

Multiple studies have shown that discrimination is an on-going problem. For example, a study carried out by the Berlin Social Science Center (WZB) in 2017 found that women stand less chance of securing apprenticeships than their male counterparts. Women were particularly likely to experience discrimination when applying for apprenticeships in male-dominated industries. [4]In 2019, one study by the Institute of Labor Economics (IZA) found that employers discriminate against women, and also men, based on assumptions related to their desire to have children.[5] A further report by the IZA, also from 2019, looked at another form of discrimination based on gender stereotypes, namely discrimination against female managers by both male and female employees.[6] To put it simply, in the eyes of their staff, female managers should offer praise but never criticize. This shows that expectations relating to specific gender roles can be a basis for discrimination.

Gender stereotypes don’t only play a role on the labor market, but also when it comes to choosing a career (or field of study). While women tend to choose occupations in social sectors, men veer towards technical professions in the so-called STEM sector (Science, Technology, Engineering and Mathematics). These stereotypical behaviors have disadvantages on individual, social and economic levels.

The European Union has also recognized this. In 2019, 26 EU countries and Norway signed a declaration seeking to secure more positions for women in STEM professions. One of the central components of this is to encourage companies to combat gender-specific discrimination in the workplace.[7]

On a national level, the “Klischeefrei” initiative (“Stop Stereotypes”) was established in Germany in 2016 with the aim of countering gender stereotypes and allowing people to make career and study choices free from the restrictions of traditional gender roles. The initiative’s network now comprises of around 350 partner organizations (as of  JUNE 2021).

Elke Büdenbender is patron. Target groups are key players from the fields of early education, schooling, higher education, career guidance and the job market. The intention is to take a broad social approach. Gender stereotypes permeate all areas of society and begin at an early age, with boys tending to play football and girls feeling encouraged to spend more time playing with their dolls. By the time they start school, children already have fixed ideas around which genders they associate with particular careers, for example the police (men) or hairdressers (women).

“Gender stereotypes have a long-term detrimental effect on the economy. Already we’re seeing that industries dominated by a particular gender group are suffering from the worst shortages when it comes to filling new positions,” says Miguel Diaz, Head of the Klischeefrei Initiative Service Center. “Studies show that increased diversity ensures a wider selection of professionals, increasing the level of creativity and innovation within a particular company. The working environment improves and, as a result, satisfaction increases amongst all employees.”

The Klischeefrei Initiative raises awareness about stereotypes and their effects, offering facts to illustrate this with clarity. In their information center, accessible to anyone online, they gather a wide range of information about stereotypes, career choices and the labor market.

The Klischeefrei Initiative has the support of the German Federal Ministry of Education and Research (BMBF), as well as the German Federal Ministry for Family Affairs, Senior Citizens, Women and Youth (BMFSFJ). The initiative’s service center consists of a specialist department and a press office at the Kompetenzzentrum Technik-Diversity-Chancengleichheit e. V (Centre of Excellence for Equal Opportunities in Technology and Diversity), as well as an editorial office based at the Federal Institute for Vocational Education and Training (BIBB).

Companies and organizations are welcome to participate and show their commitment to promoting career opportunities and a working landscape free from stereotypes: https://www.klischee-frei.de/mitmachen.