WriteByMe

The gender gap in pay and representation costs women - and business and society - a LOT of money. I many, many ways.

Ever sent a message without an exclamation point or emoji and immediately worried you sounded cold? You’re not alone. Many of us—especially women—have been conditioned to add extra enthusiasm to digital conversations, whether it’s a “sounds good!” instead of a plain “okay” or a ?? to make sure we don’t seem short. But what if we stopped? Dropping the emojis and exclamation points can feel uncomfortable at first. A simple “thanks” suddenly seems rude, and a “sure” might make people wonder if something’s wrong. But here’s the interesting part—when we shift how we communicate, the people around us often do too. Women, in particular, are socialized to make others feel comfortable, even in digital spaces. That’s why emoji and punctuation aren’t just fun—they’re often emotional labor. And while there’s nothing wrong with using them, it should be a choice, not an expectation. Reworking digital habits takes time, but small changes can shift dynamics in ways we don’t even realize. Have you ever thought about how much effort you put into making your messages sound “nice”? At WriteByMe, we’re on a mission to eliminate implicit bias in written communication (Okay, in all communication.) We know how gender norms and societal expectations have shaped how women write and communicate. Our goal is to make women aware of how their digital communication can be perceived differently due to these biases, whether it’s the use of emojis, exclamation points, or overly accommodating language. By empowering women to rethink their communication style, we help break the cycle of bias and create a space where their voice can be heard authentically—without feeling the need to conform to outdated norms. #WriteByMe #WriteByUs #WorkplaceCommunication #BreakingHabits #WomenLeadership #EmpowerYourVoice #GenderBias #DigitalCommunication #WomenInTheWorkplace #BiasInCommunication #EliminateBias

From job descriptions to performance reviews, the words we use can either uphold the status quo or pave the way for a more profitable workplace. Visit www.WriteByMe.io to see how we can help you eliminate bias and harness the power of language to drive progress.

Implicit-bias training is a common approach to tackling unconscious bias in the workplace, but the evidence shows it doesn’t always work. While awareness-raising can be achieved, training often falls short of reducing bias or changing behavior long-term. So, what can you do instead? 1. Use tools that provide ongoing support and education These are critical for the goal of eliminating unconscious bias. This work ain’t easy, but it’s important - and it requires consistent, long-term commitment. 2. Use Awareness as a Stepping Stone Once people are aware of their biases - both men and women- they are better equipped to change their behavior. Focus on cultivating knowledge that leads to actionable change. 3. Diversify Your Workforce A diverse team is key to breaking down bias. Start by removing bias from the recruitment process with skills-based hiring, not just CV-based evaluations. At WriteByMe, we’re committed to eliminating implicit bias in written communication. Considering the amount of emails sent and received daily, this is a crucial step in fostering a supportive, happy, successful workplace. Our platform helps individuals and organizations communicate more effectively, which leads to better outcomes. Ready to break the bias cycle? Visit WriteByMe and explore how we can help you create a more successful and happier workplace, one word at a time. #WriteByMe #WriteByUs #DiversityAndInclusion #BiasInTheWorkplace #Leadership #UnconsciousBias #DEI #EqualOpportunity #WorkplaceInclusion #SkillsBasedHiring #BiasFreeHiring

We’ve all heard about the #glassceiling — the barrier stopping women from reaching the top levels of management. But what happens when women break through that barrier? Researchers have found that women are more likely to be chosen for leadership roles during times of crisis—this is known as the #glasscliff. Studies show that when a company is in trouble, there’s a shift in perception about leadership qualities. Stereotypically “female” traits, like empathy and communication skills, are seen as more necessary in crisis management. While this may sound good, it means women are often put in high-risk situations where failure is more likely, setting them up for a tougher challenge than their male counterparts. What’s the solution? As organizations become more accustomed to seeing women in leadership, the glass cliff may begin to fade. By addressing implicit biases and ensuring women are considered for roles in stable, successful organizations - throughout the entire pipeline - we can begin to shift the leadership narrative, creating more equitable opportunities for everyone. #GenderEquality #WomenInLeadership #Leadership #WomenEmpowerment #GenderBias #WorkplaceEquity #BreakingBarriers #WriteWithUs #WriteByMe

Is Your Language Holding You Back In Business? The way we speak has a significant influence on how we are perceived; in the workplace, our language can unintentionally keep alive long-ingrained stereotypes and gendered expectations. From using masculine terms to represent everyone (Hi, guys!) to choosing words that reflect traditional gender roles (C’mon, would you ever say, “female nurse”?), language can reinforce ideas about who holds power and who doesn't. But it's not all bad news. By making small changes in how we communicate (both written and verbal communication), we can break down these biases, flip the script, and be understood according to our accomplishments, capabilities, competencies and potential. Easy, right? At WriteByMe, our mission is to eliminate implicit bias in communication. It’s no small charge, but it is an important one. For business, this means better (and faster) work product, more cohesive groups, happier employees and… wait for it: a healthier bottom line! Let’s make a difference. One. Word. At. A. Time. To watch the WBM magic unfold, give our editor a whirl - WriteByMe - and take the first step toward more effective communication. #GenderBias #LanguageMatters #GenderEquality #InclusiveLanguage #EqualityInCommunication #BreakTheBias #WordsMatter #WriteByMe #WriteWithUs

Is Your Organization Addressing Pay Gaps the Right Way? Despite years of awareness and (some but not enough) legislation, pay gaps — especially those tied to gender and race — persist in many organizations. The common approach of raising salaries for the most underpaid employees often fails to fix the root causes. So, what's the solution? Structured Pay Equity Analysis. This method dives deep into factors like qualifications, experience, and job responsibilities to pinpoint where inequities lie. By analyzing the salary structure itself, organizations can take targeted, data-driven action to correct disparities — without simply adding raises to the most obvious cases. Why this approach works: ?? Identifies the core of the problem and targets specific areas. ?? Prevents salary compression and maintains motivation. ? Tackles systemic biases within the organization. Moving beyond surface-level fixes, this approach helps companies work towards fair, transparent, and equitable pay for all employees. At WriteByMe, we are driven by the mission to eliminate implicit bias in written communication, which often extends to how pay and performance are perceived. As part of our commitment to fostering equality, we help individuals and organizations identify and break the cycles of bias that can influence everything from salary structures to performance evaluations. Ready to make your workplace more inclusive and free of bias? Visit WriteByMe today to learn how our tools can help you eliminate hidden biases in communication and create a more equitable environment for all. #PayEquity #DiversityAndInclusion #EqualPay #GenderEquality #BusinessEthics #Leadership #FairPay #WorkplaceEquality

#Genderbias impacts every workplace, often in ways that undermine diversity, innovation, and performance. A recent study, Banking on Women Leaders: A Case for More?, highlights a particularly stark example in the #bankingindustry: ?? The Data: - Women hold less than 2% of CEO positions in banks worldwide. - More than 80% of banks have fewer than 20% of board seats occupied by women. - Surprisingly, low- and middle-income countries often have higher representation of women on bank boards than advanced economies. ?? The Impact: The presence of women in leadership isn’t just a diversity metric—it’s a driver of success. Econometric analysis shows that banks with more women in leadership roles are: ?? More stable (higher z-scores). ?? Better at managing risk (lower nonperforming loan ratios). ?? Positioned to foster long-term growth and resilience. ?? Why This Matters: This study is a clear reminder that prioritizing gender diversity isn’t just about fairness—it’s about results. Women bring unique perspectives and skills that lead to more balanced decision-making, better governance, and greater overall stability. ?? However, the path to equality remains blocked by systemic bias. Even as research underscores the value of women in leadership, the banking industry—and workplaces in general—continue to underrepresent women at the highest levels. ?? What Can Be Done: To address these disparities, workplaces must: 1?? Actively eliminate biases in recruitment and promotions. 2?? Prioritize mentorship programs for women leaders. 3?? Commit to long-term accountability by measuring and reporting gender equity metrics. 4?? Leverage tools like WriteByMe, which helps eliminate implicit bias in written communication by empowering women to express themselves assertively and confidently, breaking the cycle of bias in the workplace. The case for women leaders has never been stronger. It’s time to level the playing field—not just for the sake of equity, but for the measurable benefits to business and society. What strategies do you think can drive meaningful change in workplace gender equity? #WriteByMe #WriteWithUs #GenderEquality #WomenInLeadership #DiversityAndInclusion #WorkplaceBias #LeadershipMatters

Why Are We Still Promoting Incompetent Men? While we should be promoting people based on their competence and potential, it's often the incompetent, overconfident candidates (most of them men) who get ahead. This provocative insight comes from Dr Tomas Chamorro-Premuzic, who joined the HBR IdeaCast podcast to discuss leadership and why our workplaces often suffer from ineffective management. ?? Chamorro-Premuzic’s research reveals a troubling trend: confidence and charisma are frequently mistaken for competence, leading to disengaged teams and poor leadership outcomes. ?? So, what should we look for in a true leader? 1?? Technical Expertise: Proven success in their field. 2?? Emotional Intelligence: Integrity, humility, empathy, and the ability to inspire others. 3?? Intelligence: Adaptability, curiosity, and strong decision-making skills. He also highlights that women tend to outperform men on these traits—yet men disproportionately dominate leadership roles. Why? Biases and the preference for confidence over actual ability. ?? The solution is simple but transformative: prioritize talent over gender and evaluate leaders based on their impact, not their bravado. If we want better workplaces and engaged teams, it’s time to redefine both what makes a great leader - and understand what a great leader sounds like. What traits do you believe are essential for leadership in today’s world? #Leadership #HBRIdeaCast #WorkplaceCulture #EmotionalIntelligence #DiversityAndInclusion #CareerDevelopment #WriteWithUs #WriteByMe