When Gender Shapes the Workplace: What Happens to Women in Male-Dominated Jobs?
By: Dina Refki
Despite decades of progress toward gender equality, many occupations remain sharply divided along gender lines. From engineering and construction to nursing and administration, some jobs are still seen as “for men” or “for women.” But what happens when someone breaks through those invisible walls?
A new study by a research team at the Center for Women in Government & Civil Society explored gender occupational domination among nearly 9,000 public sector employees. Titled: “The Impact of Gender Occupational Domination on Perceptions of Work Environment and Work-Related Outcomes,” the study offered surprising insights into how gender imbalances shape perceptions of leadership, fairness, and engagement in the workplace.
Understanding Gender Occupational Domination
Occupational domination occurs when one gender makes up more than two-thirds of an occupation. For instance, jobs like nursing and teaching are often female-dominated, while law enforcement and technical trades are typically male-dominated. These imbalances can influence everything from workplace culture to how employees perceive fairness and leadership.
Women working in male-dominated environments face a double challenge: demographic dissimilarity—being one of the few women in a group can heighten feelings of isolation and “otherness;” and traditional masculine work cultures—many such workplaces reward aggression, dominance, and competition over collaboration and empathy.
What the Study Found
The research tested whether gender composition affected employees’ perceptions of:
- Leadership quality
- Fairness in rewards and hiring
- Organizational commitment
- Work engagement
The results revealed a nuanced story.
1. Negative Perceptions of Leadership and Fairness
Women in male-dominated jobs reported significantly more negative views of leadership and lower perceptions of fairness in how effort and rewards were distributed. They often felt excluded from information networks or support structures and viewed workplace decisions as less transparent and equitable.
This echoes long-standing research showing that masculine work cultures can marginalize women by limiting mentoring and recognition opportunities.
2. Unexpectedly High Commitment and Engagement
Surprisingly, women in male-dominated roles also reported higher levels of organizational commitment and work engagement than men or women in gender-balanced or female-dominated jobs.
Why? The authors suggest this could be a coping mechanism—a way for women to prove their worth and counter stereotypes. Alternatively, these women may experience higher status or economic benefits that foster loyalty despite cultural barriers.
Yet, such compensatory engagement may come at a cost—potentially leading to stress, burnout, and turnover over time.
3. No Significant Differences in Perceptions of Fair Hiring
Interestingly, women in male-dominated roles did not differ from others in how fair they perceived their organizations’ hiring practices. This may reflect the merit-based systems and structured hiring rules typical of public sector employment.
Why This Matters
These findings challenge the simplistic idea that women in male-dominated jobs are necessarily disengaged or dissatisfied. Instead, their experiences are paradoxical—marked by both high dedication and deep frustration.
This complexity underscores the need for intentional diversity management and inclusive leadership training in the public sector. Cultures that value collaboration, fairness, and open communication can buffer the negative effects of gender imbalance.
Moving Toward More Balanced Workplaces
To build healthier and more equitable work environments, organizations should:
- Promote gender balance in occupations and leadership roles.
- Train supervisors to recognize bias and support employees across gender lines.
- Encourage inclusive cultures that reward teamwork and empathy—not just competitiveness.
- Monitor engagement and burnout to ensure commitment isn’t masking strain.
Gender representation isn’t just about numbers—it’s about creating environments where all employees, regardless of gender, can thrive, feel valued, and lead.
For further information about the study, please contact the Center for Women in Government & Civil Society at [email protected] and at 518-442-5127.