Over the years, HR has undergone a massive transformation and has branched into management, compliance and business strategy as well, becoming one space where both genders have equal opportunities. Hence, the need of the hour is to break this stereotype and reduce the persisting gender gap.
Experts say the myth about HR being a women’s field has its roots in history. Chetna Israni, Director & Co-founder, Morning Star Brandcomm, points out that HR originated from “welfare work” in the late 19th century, which focused on caring for women and children in the workplace. This established an early association between HR and traditionally effeminate traits.
She says that gender stereotyping further fuelled this trend. The common belief that women are naturally more empathetic and have better interpersonal skills created the perception that they are more suited for HR roles. Finally, the self-perpetuating cycle adds to it. HR attracts more women to the field while deterring some men, further reinforcing the gender imbalance, she explains.
HR skills require empathy, communication and employee welfare and it is a long-standing stereotype that women are more suited for these roles, says Mukesh Mane, Head of HR, Crown Worldwide Group. This misconception has led to the assumption that HR lacks strategic business skills and is primarily focused on soft skills.
Having said that, he points out that with time, gender bias at the corporate level has diminished. Hence, it is now crucial to dispel this myth to redefine the image of HR as an inclusive and strategic field. According to Mane, this can be done by emphasising HR’s role in analytics, strategy and leadership, and also by promoting success stories of HR professionals across genders.Career opportunities for men
While HR is an inclusive space, are there any specific areas where men tend to thrive more?
Israni says regardless of gender, HR today has a very wide range of roles, from talent to L&D, organisation development to performance management, and coaching to culture. Besides, senior HR leadership roles offer high salaries and strategic influence.
Mane also agrees that men interested in HR have diverse career opportunities ranging from recruiting to negotiation, strategic training, and HR leadership roles. “Some key roles include HR business partner, talent acquisition specialist, compensation, and benefits manager, employee relations specialist, and learning and development manager. While HR is inclusive, male professionals often excel in areas like labour relations, negotiation and strategic planning due to the emphasis on analytical and decision-making skills.”
Skill requirement to grow in this space
To grow and advance in HR, Israni says professionals need to develop a diverse set of skills and attributes. While strategic thinking and financial acumen can help align HR strategies with business goals, leadership, adaptability and strong communication skills are key to driving organisational change and fostering inclusive environments.
Mastering data analytics, HR technology and project management ensures efficient decision-making and execution. Also, continuous learning and a focus on diversity and inclusion can offer immense help in staying relevant in an evolving workplace.
Like Israni, Mane also emphasises developing a well-rounded skillset. Attributes such as emotional intelligence, communication, negotiation, analytical thinking, adaptability and strategic decision-making are essential in balancing business objectives with employee needs. Ultimately, HR is a diverse and skill-driven field that thrives when all individuals are encouraged to develop and apply their strengths without the constraints of gender bias.
Challenges men may face when entering HR roles
In Israni’s opinion, gender stereotyping or the perception that HR is a female-dominated function are possible challenges. Hence, her advice is to keep an open mind and march forward with a learner’s attitude. Plus, she suggests focusing on developing strong communication, empathy and strategic thinking skills, staying updated on industry trends, and advocating for diverse perspectives in decision-making.
Mane also lists these. The stereotype can lead to assumptions about their suitability or intent, which can result in isolation. Also, biases may emerge in areas like employee retention, where men might be perceived as less empathetic or approachable.
“To overcome these challenges, men can highlight strengths in areas like data-driven decision-making, negotiation and strategic planning. Build emotional intelligence and show a balanced approach. They can also connect with established HR professionals and provide guidance, support, and opportunities,” says Mane, adding that men should combat the stereotype and build a flourishing career in the HR space.