#GetOutTheBias this election

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With Vice President Kamala Harris running for president and accomplished women running for office up and down the ballot, this is a historic election.?

But research tells us that all these women will face pushback because of deep-rooted bias. Voters will be more likely to question their qualifications, criticize how they look and speak, and respond negatively when they assert themselves. And it will be even more difficult for women of color—who will be up against both sexism and racism.

So what can you do when you hear biased reactions to women candidates? In the run-up to November, we’re highlighting not just how bias impacts women candidates, but what to say to challenge it head-on with #GetOutTheBias .?

As a first step, check out our interactive Hear That? Say This tool, which recommends how to respond when you hear 12 different biased reactions to women candidates. Here are three to get you started:

Hear That: “I just don’t like her.”?

Say This: “What don’t you like about her?” When people are asked to explain their feelings toward a person, it can lead them to reconsider.

Why It Matters: We expect women to be kind and communal, so when they speak up or take the lead, we tend to like them less. In contrast, we expect men to act like this, so they don’t face the same pushback. This “likeability penalty” matters for women in politics because when voters see candidates as less likeable, they think they're less electable.

Hear That: “What’s up with that outfit?”

Say This: “Let’s focus on her ideas, not her clothes.” When you hear a comment about a woman’s looks, shift the focus to her ideas and experience.

Why It Matters: When women run for office, their appearance, dress, and personal style are subject to scrutiny. Whether these comments are critical or flattering, they take attention away from what really counts.

Hear That: “She doesn’t have enough experience.”?

Say This: “What experience do you think she’s missing?” When people question a candidate’s experience, probe for more information. This can help highlight the different standards we sometimes have for women and men.

Why It Matters: Women are often hired based on what they’ve already accomplished, while men are often hired based on raw potential. This dynamic plays out in politics, too. We often question whether women candidates are experienced enough to run, but we give men the benefit of the doubt.

Learn more here on LinkedIn from our CEO and co-founder Rachel Thomas—including a 60-second video primer on the biases women candidates face.

?? ? ? —Caroline Fairchild, Lean In's Editor-in-Chief?

Honoring Susan Wojcicki. We join the tech world in mourning the loss of Susan Wojcicki, the former YouTube CEO, early Google pioneer, and longtime advocate for women. Her battle with lung cancer ended but her trailblazing spirit lives on. As our founder Sheryl Sandberg wrote on Instagram, “As one of the most important women leaders in tech — the first to lead a major company — she was committed to expanding opportunities for women throughout Silicon Valley.” Our hearts go out to her family and loved ones. [Instagram ]?

More than half. In the Paris Olympics, the U.S. won 126 total medals, the most of any country, with women responsible for 67. To put this accomplishment into perspective, if American women were their own nation, they would place third in the overall medal count. [NPR ]

Negative and unactionable. Roughly 76% of high-performing women receive negative feedback from their bosses, compared to only 2% of high-performing men, according to a report from Textio. A majority of the feedback women receive is also unactionable: it’s unclear what improvements the manager would like the employee to make. [Fortune ]?

Lean In Latinas. Anna Dapelo-Garcia, the founder of Lean In Latinas, spoke with NBC after a sold-out Lean In Latinas Take Charge Conference in Mountain View, California, with more than 300 attendees. “It really astounds me that after forty years, it’s one percent [of Latinas in the C-suite]. But that’s what gets me up every day, that’s what gets me to a microphone, and that’s what gets me to create a community so that we have a louder voice on this,” she said. [NBC Bay Area ]

“Be unapologetically ambitious.” In an interview on the Lean In Barcelona Network’s Kicking the Ceiling podcast, Rachel Thomas connected the growth of women in senior leadership positions to shifting attitudes around ambition and power. “It’s not on us to change things, but for every woman who speaks up and asks for more and says that’s not okay, we will see more and more of the change that we want to see in the world,” she said. [Spotify ]

Circle Leader Training (60 minutes)?

How to get your Circle started, from deciding on your Circle’s purpose and recruiting members to join, right up to hosting your first meeting.

August 16 , August 19 , August 26

50 Ways to Fight Bias Moderator Training (75 minutes)

Learn how to bring this free digital program—which empowers employees to face bias head-on—to your organization.

August 30

Leaders who demonstrate empathy for their employees create happier and more productive teams. And those leaders are more likely to be women. Here are ways you can take your leadership skills to the next level:

How to Be a Transformational Leader

• Show team members you value their contributions
• Give positive feedback
• Create psychological safety
• Forgive mistakes
• Share power and information
• Articulate a strong mission and vision

In our leadership curriculum, we offer practical advice on how to develop your leadership skills. Watch the video and download the discussion guide .

This week, we’re “Leading with” Pat van de Loosdrecht , a board advisor to EcoClimate Vision and KGB Holdings Group of Companies and Southern Africa board chair at Lean In Equity & Sustainability.

What’s the first thing you do every morning?

I drink a glass of warm water to freshen up and energize my system. A few years ago, my answer would have been my cell phone.

What is one challenge you’ve faced at work specific to being a woman, and how have you overcome it?

To be accepted and recognized that I am capable, competent, consistent, and credible, I had to perform twice as hard if not more than my male counterparts. I learned that you are not bragging if you speak of your accomplishments based on facts! I worked persistently on self-promotion using my own three P’s: Present Yourself, Pick Me, and Phase Up.

What is one piece of advice you would give to other working women??

You always have two balls in your hands: a crystal ball and a rubber ball. Never drop the crystal ball as it shatters; even when put together, it remains fragile. Dropping the rubber ball, it will bounce, and someone will pick it up. Work is the rubber ball, and the crystal ball is your health and the ones dearest to you.??

What is one thing you wish men understood about the experiences of working women??

[They need to understand] the value and power of “we-minded leadership” vs. “me-minded leadership.”?

What are you most proud of??

The decision to leave corporate in May 2021 and its associated “golden handcuffs” that spanned over 27 years. It took tremendous courage and faith, as the path ahead was unknown. It was a time for renewal and reinvention! Now, as a board member and advisor to both for-profit and nonprofit energy and climate organizations, I provide strategic guidance that balances mission-driven goals with sustainable growth.

If you could give one piece of advice to your younger self, what would it be??

You are your only competition. Own your strengths and weaknesses and pave your own path. Enjoy the ride without looking at how others are paving their way.

Do you have a career question that you’d like to ask an expert? Or do you need advice on how to handle a challenging situation at work? Send us an email with your question. We’ll keep your identity anonymous and find the right person within the Lean In network to give you an actionable answer.?Email [email protected] with your questions.

Our See Maya Run video highlights the challenges women candidates face up and down the ballot—with people more likely to judge them more harshly, hold them to different standards than men, or simply dislike them.