Spotting and Addressing Subtle Exclusions in Sales

As a proud #womaninsales, I actively participate in Diversity & Inclusion programs organized by various business functions. My mission has been to inspire and encourage more women to pursue careers in sales.

In my efforts to build an inclusive sales culture, I have both observed and experienced subtle acts of exclusion.

If you are not aware of what these may look like, then here are a few examples to make you more aware and conscious

1. Assuming Expertise Based on Appearance:

??- A client or a manager might direct technical questions to male team members, assuming that female team members are less knowledgeable, even when a female team member is the lead expert.

2. Mispronouncing Names:

??- Consistently mispronouncing or not making an effort to correctly pronounce the names of salespeople from diverse backgrounds, signalling a lack of respect or effort. I have been called Pratha, Pratham, Preeti, Pratibha, and Preeta almost all my career.

3. Overlooking or Ignoring:

??- During meetings, a client or a manager might consistently overlook contributions or suggestions from minority team members, only acknowledging ideas when repeated by others. I have had client meetings where the client refused to look at me and respond to me.

4. Cultural Stereotyping:

??- Making comments or jokes based on cultural stereotypes, such as assuming someone from a particular background is better at math or technology, which can reduce the person to a stereotype. Don't even get me started on the stereotyping I face for being a Bong

5. Questioning Credibility:

??- Clients may question the credibility or authority of a female salesperson based on their accent, age, or appearance rather than their expertise and performance. Once, a group of senior sales leaders objected to me training them. The male-dominated crowd felt the female sales trainer could not add value.

6. Exclusion from Social Activities:

??- Team members might exclude women in sales from informal gatherings or social events, making them feel isolated and unwelcome. I have heard patronizing comments like, "You are a woman; you might not be comfortable with the late-night event. You are excused to go home"

7. Interrupting or Talking Over:

??- In meetings, some team members might frequently interrupt or talk over colleagues, particularly those from underrepresented groups, preventing them from contributing fully. However, I would say this is a challenge for many, not just women in sales. But yes, they feel it more often.

8. Unequal Distribution of Opportunities:

??- Offering high-visibility projects or client interactions predominantly to a select group, often based on unconscious biases, leaving others especially women, with fewer opportunities to prove their capabilities. I have seen sales managers give away lucrative accounts to male counterparts because they felt that the men could build better informal relationships.

9. Tokenism:

??- Assigning a minority team member to a project or event to showcase diversity without valuing their true contributions or perspectives, making them feel like they are there just for show. This is an ongoing challenge, and every year, around March, we see the tokenism in full display.

10. Microaggressive Comments:

??- Making seemingly harmless comments that carry underlying biases, such as, "You speak English so well," to someone who is a native speaker, implying they are an outsider. Or "You’re pretty good at this for a woman."

"Are you sure you can handle this client/project? It’s pretty demanding."

"Who helped you put this presentation together?"

"How do you balance work with your family?"

Organisations must conduct regular training sessions on unconscious bias and microaggressions to help team members recognize and address these behaviours. They must encourage open discussions about experiences with subtle exclusion and create a safe space for team members to share and address these issues. Also, anonymous feedback channels should be established where team members can report subtle acts of exclusion without fear of retaliation.        

By being aware of and addressing these subtle acts of exclusion, sales environments can become more inclusive and supportive, leading to better team cohesion and performance.

If you are a female salesperson reading this, then please share your experience and if you have faced any of the above subtle acts of exclusion.

And for the rest, which point surprises you?

#sales #womeninsales #DEI #diversity #inclusion #salescoach #salesmentor #salesleader #salesintelligence

My name is Pritha Dubey; I prepare sales functions to be emotionally intelligent while they master teh science of selling. This guarantees customer-centricity and helps build long-term client loyalty.