5 Common Myths about The Male HR

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Common Myths about The Male HR
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International Men’s Day is set aside to recognise and celebrate men’s various achievements and contributions worldwide. On this special day, let us try to understand the truth behind common HR myths related to male HR, as they are considered outliers in the HR sector.


In the 22nd century, the presence of women in every department, like sales, finance, marketing, and others, is increasing. Even in HR, females outnumber men by more than 50%. A recent study found that an average of 68% of employees in HR departments were female, and the rest, 32%, were male. Though the human resources domain is neutral, males are generally asked to think twice while choosing to become an HR professional.


Hence, we are trying to change that perception by providing the truths behind five of the most common myths about the male HR.


Also Read: 4 Reasons Why Women Dominate the HR World


Myth 1: Male HRs are rational & emotionally distant

Organisations believe that female HRs represent the company better. Women are kind, welcoming and friendlier, so they can deal with candidates during procurement procedures and manage employee problems with empathy. But in the case of male HRs, they seem to remain rational and emotionally distant.


Truth: They are equally empathetic when compared to female HRs

Male HRs are equally empathetic, but their emotions and politeness are often not visible. Some candidates like to take the strategic and straight approach during interviews, onboarding, or routine work. The logical thinking of males HRs can seem rigid but provides an accurate image, which is usually observed.


Myth 2: Male HRs are stern and unfriendly

People often think that male HRs are stern and unfriendly in nature as compared to women. In contrast, we often see women being one step ahead of men when dealing with people. Women HRs usually listen to their employees more patiently and handle any circumstances smoothly, but male HRs often seem unfriendly due to their limited contact with their employees.


Truth: A stern manner does not mean unfriendly behaviour

An over-friendly HR often becomes a liability to the company. It is observed that employees usually start misusing their rapport with HR, leading to infringement of company rules and regulations. It affects their productivity as well. An HR should ensure good relations between employees and employers while not being overly friendly with them.


Myth 3: Male HRs are impatient with employees and candidates

There is a myth that women are more inclined to have patience, understand problems, and take care of them thoughtfully. Due to this myth, it is commonly understood that women create trust and faith in candidates’ and employees’ minds and are more likely to understand their requirements.


Truth: The virtue of patience does not depend on gender

Having patience and keeping it for a long time depends on human character, not gender. There are likely to be some impatient female HRs in the workplace, while male HRs may be praised for their patience. Communicating with fewer precise words comes to men naturally, and this could be the reason for the spread of the myth. However, one must understand that it does not mean they lack patience.


Myth 4: Male HRs always side with management in significant decisions

There is a myth that male HRs usually take the organisation’s side in every situation. Many believe that in decision-making processes like appraisals or work-related issues like office politics, they do not listen to employees and decide to be on the organisation’s side.


Truth: Being mediators, HRs always try to find common ground

HR is a bridge between the organisation and employees. Being a mediator, the HR is responsible for diplomatically resolving issues so that both the employer and the employees get profit. Irrespective of the HR’s gender, they are required to be good negotiators to ensure the smooth functioning of the company.


Myth 5: Male HRs are better mentors

The myth about male HRs being better at mentorships is baseless. Although it is a fact that, in general, men are more data-driven, process-oriented, and stress-tolerant than women, it is irrelevant when it comes to mentorships. To be a better mentor, one needs to be a good listener, knowledgeable and candid, which are not gender-specific traits.


Truth: Mentoring is not a gender-specific trait

Mentoring is not a gender-specific trait. Both men and women are equally adept at excelling as mentors, as both genders possess the required qualities. One can argue that either men or women are better at mentorships; however, the truth is that it comes down to the individual’s abilities.


Also Read: A Day In The Life Of An HR Professional


At the end

On one side, women are better role models due to their multitasking nature, and men are open-minded and precise with their tasks. Women are cooperative and friendly, while men are data-driven and more stress-tolerant. However, every gender has pros and cons, and one must not assume that one is better than the other.


In conclusion, both sexes have positive vibes in the workplace. On international men’s day, let us recall that there is no fixed rule for males not to choose a career in human resources. Kudos to all males who follow a different career path and decide to choose HR as a career.

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