ABSTRACT Earlier literature indicates that, of late, crude biases against women in workplace or ‘first generation bias’ is giving way to more subtle, invisible ‘second-generation bias.’ Through this study, I found that not only did subtle forms of sexism exist, but the crudest possible forms continue to persist and impact the work environment adversely. A complex amalgam of ‘old’ and ‘new’ sexism is what I term ‘third generation bias.’ Using organizational ethnography, I gathered evidence of sexist attitudes in multiple forms, ranging from the crudest to the subtlest, which revealed the underlying and complex power dynamics in the workplace. I, therefore, made the case against assuming that because anti-sexual harassment policies are in place, crude sexist practices like overt sexual harassment are a thing of the past. I also suggested the use of technology and training for both men and women, besides deploying people with right attitudes to tackle the issue. Lastly, the study recommends that policy studies need to divert their attention from ‘mere statistics’ and focus on the behavioural dynamics of the organizations.

中文翻译：

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职场中的第三代性别歧视：来自印度的证据

摘要 较早的文献表明，最近，工作场所对女性的粗暴偏见或“第一代偏见”正在让位于更微妙、无形的“第二代偏见”。通过这项研究，我发现不仅存在微妙的性别歧视形式，而且最粗暴的形式继续存在，并对工作环境产生不利影响。“旧”和“新”性别歧视的复杂混合就是我所说的“第三代偏见”。使用组织人种学，我收集了多种形式的性别歧视态度的证据，从最原始到最微妙，揭示了工作场所潜在和复杂的权力动态。因此，我反对假设，因为反性骚扰政策已经到位，诸如公开性骚扰之类的粗暴性别歧视做法已成为过去。我还建议对男性和女性使用技术和培训，除了部署具有正确态度的人来解决这个问题。最后，该研究建议政策研究需要将注意力从“纯粹的统计数据”转移到组织的行为动态上。