Unconscious Bias | Executive Presence

As we step into Women's History Month and International Women's Day this week, I invite each of us to increase our collective awareness about and take steps to combat one critical aspect of unconscious gender bias in the workplace: the double standard with executive presence.

How we perceive and reward or disincentivize executive presence in women is a critical factor in women's ability to gain access to and succeed in leadership roles.

Unconscious Gender Bias

According to the International Labour Organization , unconscious gender bias can be defined as,

unintentional and automatic mental associations based on gender, stemming from traditions, norms, values, culture and/or experience.

These associations are based on gender perceptions and stereotypes that impact decision-making, often at the detriment of women in the workplace.

Executive Presence

In her book, Executive Presence, Sylvia Ann Hewlett defines executive presence as a blend of gravitas (how you act), communication (how you speak) and appearance (how you look), affirming that mastering these components is essential for anyone aiming to ascend to leadership positions in their career.

Hewlett addresses the added challenges women face in being recognized for their leadership potential and abilities by noting how societal and organizational biases often undermine women's efforts to project executive presence.

Gravitas

Hewlett points out that for women, displaying gravitas is a nuanced challenge. Women often have to navigate a delicate balance where they must show confidence and authority without being labeled as overly aggressive, a stereotype not typically applied to men in leadership.

"The path to leadership is steeped in biases that subtly, yet significantly, alter the landscape for women. In cultivating gravitas, women often confront an invisible barrier: the prejudiced expectation that equates leadership with masculinity. This bias not only undermines the recognition of women's leadership capabilities but also places an additional burden on them to prove their worthiness of respect and authority. It's a reminder that breaking through the glass ceiling requires not just individual resilience but a collective effort to redefine the norms of leadership presence." - Hewlett

Communication

Effective communication is a critical leadership skill involving clarity, persuasion and the ability to engage and inspire others. Women's communication styles are sometimes unjustly critiqued, with assertiveness being wrongly perceived as aggressiveness. This double standard can hinder women's ability to be seen as effective leaders.

"In the realm of communication, women must navigate a complex landscape where strength and warmth must coexist. Achieving this balance is key to being perceived as a leader who is not only capable but also approachable." - Hewlett

Appearance

Appearance plays a role in executive presence, affecting how professionalism and competence are perceived. Women face particularly intense scrutiny in this area, challenged to meet often unspoken and subjective standards of professional appearance without their competence being overshadowed by their physical appearance.

"The judgment women face regarding their appearance in professional settings is a tightrope walk between looking the part and not being reduced to merely their appearance. Striking the right balance is crucial in ensuring their competence and leadership are the focus." - Hewlett

A Female Perspective

Sadly, this - the double standard with executive presence - is a lived experience for me.

In leadership roles, my assertiveness and decisiveness were not always regarded as positive traits, as they would be for my male counterparts.

Actions and behaviors that would be celebrated in, and lead to promotions for, a male leader were called into question.

Feedback was focused on such actions as inherent personality flaws because I wasn't agreeable enough.

I've been asked to be less vocal, especially in how I responded to specific male leaders to ease their discomfort.

When I've tried to strike the "right balance" of approachability and assertiveness, I've been told, "You're too nice."

My experience was often the result of unconscious biases because I didn't always fit into preconceived notions of how a woman should behave.

Be The Change

So how can we positively acknowledge executive presence in leaders regardless of gender and help female leaders feel seen and be heard?

If you're wondering how you can put these ideas into practice, I invite you to take a beat throughout your day, week and month and consider how you're perceiving and responding to the presence and communication of your female colleagues.

Here are 10 ways you can gain awareness of and combat biases:

1. Evaluate if you're unfairly expecting women to embody gender stereotypes, such as kind, compassionate and agreeable.
2. Examine if you're judging a decisive, assertive female leader as aggressive.
3. Notice if you're expecting certain gestures and expressions (e.g., smiling).
4. Consider if you're deeming an "emotional" response to a situation as stereotypically female and a sign of weakness.
5. Determine if you're creating space to hear and consider all voices in meetings.
6. Assess if you're providing feedback based on personality traits (women) versus ability (men) and if you're providing regular, objective feedback regardless of gender.
7. Reflect on what you're rewarding and celebrating in your male leaders and if that's consistent with what you're doing for their female counterparts.
8. Identify how you can show up as a sponsor and be a champion for women, especially if you work in a male-dominated company or industry.
9. Take inventory of past and recent promotions and evaluate if you're applying an equitable approach.
10. Consider how your biases are impacting your interactions with and decisions about female candidates for all roles, especially leadership roles.

“Each time a woman stands up for herself, without knowing it possibly, without claiming it, she stands up for all women.” ― Maya Angelou