One way to understand gender differences is to consider how people react to outside influences. For example, how people react to feedback can affect how they respond to their mistakes and failures.
Many studies have found that women operate under a higher-resolution microscope than men, which can lead them to be more sensitive to criticism. Research also shows that they are less likely to speak up in meetings if they feel no one has their back, because they are afraid of being called on to defend themselves.
Physical Differences
Men and women differ in a number of physical characteristics that have nothing to do with their gender. These include the way they express their feelings, excel at work and approach parenting.
However, most people don’t think that these differences are really real. Instead, they think that these differences are mostly based on societal expectations.
This is a big mistake! These sex differences are very real.
Moreover, they are not going to go away. It’s important to know that you cannot change your partner’s basic sex characteristics.
For this reason, a prevention strategy directed to modifiable lifestyle-related determinants, for example to reduce body fat, is unlikely to reduce the sex difference in physical functioning. This is because the sensitivity and/or exposure to these determinants are different between men and women.
Emotional Differences
Among the many differences between men and women is their emotional attitude. While both men and women tend to experience emotions like happiness, gratitude, and sadness, they interpret those feelings differently, according to research.
This has led to the emergence of gender differences in emotion expressions as children develop from infancy into toddler/preschool and childhood, particularly for positive emotions such as joy and for internalizing negative emotions such as sadness, fear, and anxiety. These differences are likely to be rooted in small biologically based traits that are unfolded and then shaped by socialization pressures that channel them into gender-role consistent gender differences in emotion expression.
To understand the emergence of these gender differences, we propose a bio-psycho-social model that takes into account small biologically related gender differences and socialization influences that are influenced by immediate interpersonal environments. Empirical findings support this model, at least for White middle-class U.S. samples of youth, with findings consistent for both positive and externalizing emotions (e.g., Chaplin & Aldao 2013).
Social Differences
Gender norms are social rules and expectations that define and reinforce gendered power relations (West and Zimmerman 1987). They also reflect social systems, institutions and policies that are embodied in how people interact.
The term “gender norms” was first used by social theorists in the last decade of the 20th century at a time when international bodies were making a commitment to promoting gender equality. This community of feminists, women’s health advocates and practitioners focused on addressing a broad range of gender inequalities, including ‘inequitable gender norms’.
Today, the term gender norms is often used in a more narrowly defined way to refer to what is commonly called ‘social norms’, which are the rules and expectations that shape behaviour and decision-making at an individual level. These social norms can be learned from peers and parents in childhood, reinforced in family and the wider social context, embedded in institutions and reproduced through people’s actions.
Career Differences
Despite the progress made in gender equality over the years, men and women still choose different educational paths and occupations. This persistent gender segregation is both cultural and rational.
Some researchers contend that this difference is the result of differences in anticipated family obligations. The theory goes something like this: Women anticipate spending more time on homemaking and childcare than men, and hence tend to choose occupations that will allow them to balance work with family responsibilities.
However, recent research suggests that the way a nation values women’s work may have a larger influence on women’s occupational preferences than anticipated family obligations. It suggests that countries with high levels of national wealth might be more likely to promote jobs that are naturally suited to female workers.
These findings also suggest that male sponsors of women in their career can help to manage their unconscious biases and increase the chances of female executives attaining leadership positions. These sponsors can be trained to recognize a woman’s need for more responsibilities in her current job, and to advocate for broader opportunities.