Perceptions Among Non-Governmental Organization Project Teams towards Gender Stereotyping at the Workplace: A perspective of selected NGOs in Lusaka District

Abstract

The main objective of this study was to explore and analyze the perceptions of project teams within selected NGOs in Lusaka District regarding gender stereotyping at the workplace. Specific Objectives were to determine the types of gender stereotypes that exist in the project teams; find out the factors contributing to gender stereotypes among project teams and describe the measures that organizations have taken to address the problem of gender stereotypes at workplaces. This research used a mixed method approach and adopted a concurrent triangulation research design. A total of 64 respondents was used as a sample size. Semi-structured interviews and questionnaires were used to collect data from the participants. Data was analyzed through descriptive and thematic analysis. The study revealed that diverse stereotypes rooted in personal experiences, societal expectations, unconscious biases, cultural backgrounds, and educational experiences. Communication breakdown, low morale, low quality, and productivity were identified as consequences. Leadership emerged as a critical factor, influencing stereotypes through championing diversity, setting inclusive policies, modeling behaviors, providing education, and addressing biases in decision-making. Team composition and diversity played a pivotal role in challenging or reinforcing stereotypes. Individuals' resistance or conformity was influenced by personal experiences, educational backgrounds, organizational culture, and personal values. Organizations implemented diverse policies, initiatives, and communication strategies to address gender stereotypes. The criteria used in resolution included collaboration, negotiation compromising, and smoothing. Respondents perceived their organizations positively in resolving gender stereotypes. Challenges included limited awareness, resistance, inadequate policies, organizational culture, leadership commitment, and resource constraints. Promising practices included diversity training, transparent decision-making, inclusive language, and celebrating achievements. In conclusion, this study provides valuable insights into the nuanced dynamics of gender stereotypes in project teams, emphasizing the role of leadership, diversity, and organizational initiatives. Recommendations to tackling gender stereotypes in the project teams include fostering awareness, addressing biases, and promoting inclusivity through policy interventions.