��������

It was religion that gave rise to the word “professional” in the 12th century, when it referred to “professing” vows specific to a particular practice. While it evolved to describe men with specialist knowledge, the exclusivity underpinning the term, what and who distinguished these professions — typically including theology, law and medicine — remained apparent.

Today, it could be argued “professional” enjoys a much more liberal use, describing anyone or any organization charging for a skilled service. Yet, there’s no denying the term is still saturated with corporate ideals and implicit gender bias.

Despite women making up nearly half of the U.S workforce, gender discrimination still exists in professional circles. Evidence has pointed to challenges including prevailing stereotypes and beliefs around women’s leadership capabilities.

A by international accounting firm Deloitte found over half of women had received judgement for their decisions, appearance, communication style, race, sexuality or caregiving status.

Be “nice”

Brisbane-based entrepreneur Leela Cosgrove, who founded multi-million-dollar sales consulting business Strategic Anarchy, believes the term “professional” serves to shoehorn women into a set of ideals which, together, equal the generic literary equivalent of “nice.”

“I always think of the word ‘nice,’ which is very much aimed at women. It’s about command and control,” she told The Org. “At the start of my career I was 27, a lot younger, and I wanted to impress. I took on board what I was told about being ‘professional’ – always wearing heels with French cuffs. If you don’t look expensive, you’re not expensive. It was very hardcore American Psycho stuff and I fell for it at the start.”

Cosgrove explained she once took her jacket off after a business event and a friend exclaimed at her tattoos, demanding she no longer cover them up. She described it as a “crescendo effect.”

But even now, the CEO still faces criticism over her forthright approach to communication — a reaction in deep contrast to her husband co-worker.

“Mentors pull me aside and tell me I’m not ‘classy,’” she said. “The way I present has to be different to the way my partner presents because I’m a woman and I have to ask for permission. All this stuff feeds into idea that it’s different being a woman. I’m more running things and he’s stage talent, so I see the exact difference of what he’s allowed to do and the standards I’m held to – they’re completely different. People just think ‘he’s a boy, it’s OK. He has some very classic Australianisms. Even I sit there and think ‘that’s a lot’ but everyone just giggles.”

Career vs. motherhood

The recent surge in home-working has flagged issues including reinforced gender archetypes. published by the American Sociological Association identified a shift towards traditional notions that mothers are happier to stay at home and should care for younger children instead of working.

Social and political science professor Dr. Lauren Rosewarne says internalized caregiving norms can serve to devalue women’s professional capabilities.

“Some employers have seen women hires, particularly in senior roles, as problematic because it is assumed their loyalties will be split between their workplace and their caring responsibilities — something historically not perceived as such a concern for men,” she told The Org. “The other aspect is that care responsibilities are key components of career disruption for women whereby care responsibilities mean their career trajectories and lifetime earning potential are, on average, less than men's.”

Further studies have highlighted concerns over remote working mothers suffering from , and its potential to distance them further from corporate fields.

Tackling professional prejudice

Maddy Alexander-Grout, founder of the money-saving app My VIP Rewards and, more recently, the Parenthood App, is among those bridging the gap between childcare and career. She reveals she was once turned away from a networking event because she had brought her daughter who she was breastfeeding at the time.

“Mums shouldn’t be expected to choose between children and their business — it’s very 50s,” she told The Org. “My Parenthood App audience understands it but the reward industry I’m in is very male dominated and a lot more judgemental. My children have always been involved with what I do. My app is about saving money to have fun and my fun is making memories with my kids which I post on social media.”

Maddy also revealed her dyed pink hair has proved iconic in shaping her brand.

“My hair color choice is a way of expressing myself and it’s a part of my personal brand. My social media is themed pink and people associate it with my business,” she said. “Professionalism is a state of mind, not appearance. I’ve got lots of tattoos I don’t bother covering because they’re part of me. I don’t dress corporately; I like to wear bright patterned dresses because I feel more comfortable in them.”

But she admitted, occasionally during networking events, she feels self-conscious.

“It is quite intimidating. I’ve felt like I’m less somehow and don’t fit in,” she said. “People have said really stupid things like ‘do the curtains match the carpet?’ I have wondered if I didn’t dye my hair whether I’d be taken more seriously.”

What the future holds

While such judgements demonstrate a lasting vestige of patriarchal culture in many corporate environments, there is some evidence patterns are beginning to shift.

A , published by the Stanford Center on Poverty and Inequality, suggests a new generation of workers are less tolerant of racial and gender divides and occupational segregation is less likely although, it points out, the difference is still negligible.

And research shows firms leading on diversity, equity and inclusion (DEI) do make a positive difference to equality. The also found just under 20% of women working for inclusive employers experienced bias and discrimination compared to over 70% of females employed by companies lacking DEI initiatives.

Cosgrove remains hopeful for the integrity of young professionals rejecting what she calls “bro culture.”

“When I look at the younger generations coming through there is a lot of actual care about the environment, people and making the world a better place. It gives me hope,” she said. “They give a damn about what they’re doing and who they’re doing it for.”