When Mohanlal appeared in a diamond advertisement—graceful, adorned, and unapologetically himself—it was more than just marketing. It was a cultural signal. Not long ago, Fahadh Faasil wore a nose ring in a jewellery campaign with quiet confidence. Before that, Mammootty portrayed a closeted gay man in Kaathal – The Core with rare sensitivity and depth. These moments go beyond art or cinema. They are cultural nudges that challenge us to rethink long-held ideas about masculinity, gender roles, and self-expression.

A Return to What Was Once Normal

The truth is, this is not entirely new. History reminds us that kings, warriors, and leaders once wore jewels, silks, and kohl with pride. Crying was not seen as weakness but as heroic honesty. Men danced, cooked, nurtured, and expressed themselves without stigma. Pink was considered masculine, and blue feminine. Across societies, fluidity was accepted, roles were shared, and even matrilineal leadership structures thrived.

It was colonialism, capitalism, and control that built rigid boxes. Softness became shameful, fashion became feminized, and emotions were stripped away from what it meant to “be a man.”

Why Representation Matters Today

When Mohanlal glides across a screen in diamonds, it is not just a brand campaign—it is a quiet unraveling of stereotypes. Whether these campaigns are genuine change or clever marketing, they are starting conversations that matter. And in a world that often silences men’s softness, even commercial choices like these can be powerful catalysts for cultural shifts.

What About the Workplace?

While cinema may be reclaiming lost ground, the workplace still carries the weight of old scripts. “Be strong.” “Don’t cry.” “Don’t ask for help.” These messages continue to shape professional expectations of men, and by extension, how teams function.

But inclusion at work means creating space for all forms of gender expression. So what if a male colleague pierces his ears, grows his hair long, or wears bright clothing—does that make him any less capable? If a woman prefers dressing in suits or chooses a style coded as masculine, should her competence be questioned? Should gender expression influence whether someone is seen as a leader, a team player, or a professional?

Modern leadership is showing us a better way. Vulnerability builds trust, sensitivity strengthens collaboration, authenticity drives culture, and inclusion ensures that every employee—regardless of gender identity or expression—feels safe to show up fully. These values not only strengthen workplace culture but also directly impact employee engagement, retention, and performance.

Choosing Grace Over Grit

The cultural shift we are witnessing in cinema and media offers valuable lessons for organizations. Power does not always need to roar. Sometimes it is quiet, empathetic, and graceful. For workplaces that truly want to embrace inclusion, it is time to move beyond rigid stereotypes of masculinity and femininity. Encouraging men to express vulnerability and women to break out of traditional roles creates healthier teams and more innovative organizations.

The redefinition of masculinity is not about diminishing strength—it is about broadening the meaning of strength to include grace, care, and authenticity. For workplaces committed to inclusion and equity, supporting this shift is not just progressive; it is essential.

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In a progressive stride towards fostering gender equality and upholding justice, the Supreme Court of India’s launch of the handbook to combat gender stereotypes in judgments and pleadings marks a significant step. While primarily aimed at judges, the relevance of this initiative extends to individuals with quasi-judicial powers, including Internal Committee (IC) members at workplaces. As flag bearers of impartiality and fairness, IC members must also be vigilant about the language they use and the preconceived notions they may unknowingly harbor. In this blog, we delve into the importance of avoiding gender stereotypes, the impact of these stereotypes on decision-making, and how to foster an inclusive workplace.

The Common Gender Stereotypes

Stereotypes Based on Inherent Characteristics

Stereotypes that portray women as overly emotional, illogical, and incapable of making decisions are unfounded. For example, a female colleague passionately presents her idea, but some team members dismiss it as an emotional response. They suggest that a more “rational” approach is needed.  While men and women have physiological differences, it is inaccurate to claim that all women are universally weaker than all men.

Gender Roles and Restrictions

Stereotypes around gender roles can limit the opportunities available. IC members must ensure that their judgments do not perpetuate these restrictions and instead promote gender equality. For example, a female executive’s strategic choices might be questioned more than those of her male counterparts.

Stereotypes about Sexuality and Sexual Violence

IC members must approach cases involving sexual violence with the utmost sensitivity and without any presumptions about the victim’s behavior or attire. Stereotypes about an individual’s sexuality have no place in a fair inquiry process. This stereotype is dangerous and victim-blaming. For example, the LGBTQ+ community is sometimes considered predatory and promiscuous. No one “asks for” or provokes sexual violence. Just like heterosexual individuals, LGBTQ+ individuals’ actions should be judged on their character rather than stereotypes.

Impact of Stereotypes on Decision-Making

Gender stereotypes can significantly influence decision-making processes, leading to unjust outcomes. IC members, tasked with conducting impartial inquiries, must remain vigilant against these biases. When gender stereotypes creep into the decision-making process, the following consequences may arise:

Undermining Credibility

Assigning stereotypical attributes to complainants or respondents can undermine the credibility of their claims. This can lead to a skewed assessment of the situation and an unjust outcome.

Victim-Blaming

Gender stereotypes can perpetuate victim-blaming attitudes. If IC members inadvertently succumb to these biases, they might place undue responsibility on the victim rather than addressing the underlying issue.

Unequal Treatment

Stereotyping can lead to differential treatment based on gender. IC members must ensure that they treat all parties involved equitably and refrain from letting unconscious biases impact their decisions.

Preconceived Notions and Their Impact

Preconceived notions can significantly affect judgments, preventing IC members from conducting thorough and unbiased inquiries. When IC members are influenced by preconceived notions, they risk reaching conclusions that are not grounded in facts or evidence. Such notions can include beliefs about the “typical” behavior of women or men, which might cloud judgment and lead to unfair resolutions. For example, in a large multinational corporation, an internal committee (IC) is responsible for investigating a sexual harassment complaint filed by a female employee against a male senior executive. Few of the IC members hold a preconceived notion that women often misinterpret harmless workplace interactions as harassment due to being overly sensitive.

This preconceived notion can lead the IC members to approach the investigation with skepticism about the validity of the complaint. As a result, the IC member might downplay the seriousness of the alleged incident and unintentionally discredit the complainant’s experience. This bias could result in an inadequate investigation that fails to uncover relevant evidence and leaves the victim without proper resolution.

Avoiding Gender Stereotypes: The Imperative for IC Members

Gender stereotypes are deeply ingrained societal beliefs that shape our perception of individuals based on their gender. For IC members, who are entrusted with investigating workplace grievances, ensuring that their language and approach remain free from such biases is paramount. Some common stereotyped words and phrases to avoid include:

1. Emotions as gendered traits

Emotional

Using terms like ’emotional’ to describe one party involved in a complaint can undermine the credibility of their claims and perpetuate the notion that emotions make a claim less valid.

Aggressive

This word is often used to describe assertive behavior in women. Labeling a woman as ‘aggressive’ may marginalize her concerns, making it crucial for IC members to use neutral language that accurately represents the situation.

2. Targeting Personality

Assertive vs. ‘Bossy

While assertiveness is admired, the term ‘bossy’ is frequently employed to criticize women who exhibit leadership qualities. IC members must ensure that they do not inadvertently discourage women from expressing their opinions and taking charge.

Likability

Evaluating the ‘likability’ of individuals can be influenced by unconscious biases. IC members should focus on objective aspects of the case rather than subjective judgments based on personal biases.

3.Traditional Roles

Avoid implying that certain roles are inherently suited for one gender. Using phrases like ‘traditional roles’ perpetuates stereotypes and restricts opportunities for individuals to excel beyond prescribed boundaries.

Survivor or Victim? During the Inquiry Process

An individual who has experienced sexual harassment at the workplace may refer to themselves as either a “survivor” or a “victim”. Both terms are appropriate unless the person has explicitly expressed a preference, in which case their preference should be honored and respected. When no preference is expressed, it is advisable to use the term “complainant” for greater clarity and accuracy.

The individual who is the subject of the complaint should be referred to as the respondent, rather than being labelled as the harasser, until their involvement is proven.

Conclusion

The Supreme Court’s initiative to eradicate gender stereotypes from judgments and pleadings is a critical stride towards a more just and inclusive society. For IC members, this handbook serves as a reminder of their responsibility to conduct inquiries with impartiality and fairness.

By avoiding gender stereotypes in language and judgments, IC members can ensure that their decisions are rooted in objectivity rather than preconceived notions. In an age where diversity and equality are championed, it is incumbent upon all individuals, particularly those with quasi-judicial powers, to uphold these values in every facet of their work. By breaking down gender stereotypes, we pave the way for a more equitable future for all.

Please reach out to us for any queries on Gender Stereotypes for Internal Committee and HR.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

Reference:

https://www.livelaw.in/top-stories/supreme-court-launches-handbook-to-stop-use-of-gender-stereotypes-in-judgments-pleadings-235292?infinitescroll=1

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