Women in Leadership: Rising Above Gender Bias & Microaggressions in the Workplace

March is Women’s History Month and it’s quickly coming to a close. It’s the annual observance of the contributions women have made in events to history and contemporary society. Although women have come a long way in making a strong, positive force in the work environment, there still continues to be gender bias present in the workplace. A particular reason why women continue to face gender-related microaggressions is because of societal norms, stereotypes, and power dynamics. Unfortunately, these can and oftentimes do result in gender inequality.??

As an Executive Coach, many of my women clients grapple with common microaggressions in the workplace. These include double standards, invalidating experiences, gendered language, and gaslighting.?

Let’s see what this looks like in real life…

Meet Jeanine. In a past executive leadership coaching session, she was able to name her frustration with a new male vendor partner. After she explained a few past incidents with the male vendor partner, she admitted feeling embarrassed in front of her new male boss when she desperately wanted to make a good impression on him. This male vendor partner was NOT listening to her recommendations, misinforming her about critical work tasks, and showcasing no sense of urgency for her time-sensitive requests.?

She said, “Quite frankly, I believe he is only treating me this way because I’m a woman. He only seems to respond to me and my requests when my male boss intervenes.”?

“And how does this make you feel?” I asked.

“Disrespected….Insulted…Frustrated!”

When I asked her why, she responded, “I don’t know, because it is taxing to be 40 years old, acting as the CIO, and still having to prove myself to men every day. It’s exhausting….I’m educated, experienced, easy to get along with, productive, and innovative. What else do I have to do to avoid this treatment on the job? For once in my career, I would just like to be respected by male leaders without feeling like getting them to respect me is another job I have to do well, in addition to the role I was hired to perform.”?

Once I gave her time and space, she was able to transition from pain to planning. She recognized that she didn’t plan time to establish a real relationship with this new male vendor partner before she went into “work mode” with him. Her focus was more on performance and less on organizational dynamics.?

Once we crafted a strategic plan to turn around the rocky vendor relationship and increase the support of her new male supervisor to reinforce her leadership role to stakeholders, she was feeling set up for success. At the end of our coaching session, she said, "I’ve got this. I know many women leaders face similar challenges, but it’s nice to have you as a coach to overcome them without feeling like I’m on an island trying to figure this out alone.”

News flash: Gender Bias Blight is a real thing for women leaders across the globe.?

Please know that you are not the only one experiencing this devastation in the workplace. By finding allies, advocating for yourself, and speaking up after you experience microaggressions, your confidence as a career woman can increase. “Gender Bias Blight” will be around forever, but it doesn’t mean we have to accept it.?

All leaders in organizations need to be more intentional about making work environments safer for women leaders (especially CEOs and C-suite executives with more positional power). Research and hire executive search firms that specialize in finding stellar women rock stars! Transition leaders who don’t treat women leaders with dignity or make a concerted effort to promote them out of the organization. It’s on us as business leaders to learn and communicate the many benefits of women leadership to our internal workforce, public reputation, and bottom line. My greatest desire is that more male leaders appreciate the intellect, ideas, and aspirations of women leaders by standing as allies instead of adversaries.?

To rise above common gender-related biases, try these tips:

1. Check and Challenge Double Standards:?

This means holding women to different standards or expectations than men, particularly in areas such as assertiveness and feelings related to emotions. For example, criticizing women for being too aggressive or assertive while praising men for displaying the same behavior as a leader.?

A way to combat this microaggression is to encourage open discussions about gender bias, stereotypes, and discrimination in various settings, including the workplace in order to recognize why women deserve the same amount of respect as men. Don’t know how to lead a conversation on this topic…hire firms? such as Evolve Career to shed light on the matter while facilitating open dialogue in the workplace.?

1. Ensure You’re Not Invalidating Experiences:?

This means dismissing women’s experiences, feelings, or perspectives. This can include interrupting or talking over women in conversations or downplaying their achievements or contributions in the workforce.?

When this microaggression occurs, lead by example by listening to a woman’s experience, feelings, or perspectives by demonstrating empathy and respect in their conversations and achievements, which can help create a culture of inclusivity and respect. Try asking meaningful questions after a woman contributes or shares their thoughts. It will go a long way to make her feel seen, heard, and valued.??

1. Retire Gendered Language:?

This means using language that reinforces traditional gender roles that exclude or marginalize women. A way to stand up against this microaggression is to call it out when you hear it. If you see someone refer to or call a woman a “sweetheart” or “honey” in a professional context, speak up and address that person directly.?

Use assertive and non-confrontational dialogue about why this behavior is harmful to that individual and say, “[Name], when referencing me, please use [Your Name] instead of [Offensive language used]. This can help raise awareness and hold individuals accountable in their actions with the hope that this act will not happen again in the work environment…for you or any other woman.”

1. Be Aware of Gaslighting:?

This means invalidating women’s perceptions or experiences by denying or minimizing the amount of sexism or gender-based discrimination. This can make women doubt themselves and their own experiences, leading to feelings of frustration and isolation. To recognize and address this particular microaggression, advocate for greater representation of women in leadership positions and other areas where they are underrepresented. This will help women feel that they rightfully belong in the workforce and are not isolated from their male peers.

It’s important to recognize that microaggressions against women continue to exist to this day and have a long-lasting impact on a woman’s mental health, confidence, sense of belonging, and career success.?

If you are a woman leader who has felt as though YOU do not have any worth within the workplace, I am sending you a virtual hug. I’ve encountered every one of these gender-based microaggressions over my 20+ corporate career. The way I address these biases for myself and other women leaders is to continue raising awareness and promoting inclusive language and behaviors that help women leaders shine! We can improve the way male leaders see us in the workplace. To be women leaders who feel valued, respected, and empowered to speak out against discrimination, we must get smart and move from pain to planning faster. Once we master this skill, we will be treated with much more dignity and respect, regardless of gender.

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Hi, I'm Jessica, an Executive Leadership & Career Coach, Fractional CHRO, Inclusion Expert, Speaker, and Facilitator.

I help companies and executives build inclusive leadership teams with high-caliber, overlooked talent to increase engagement, productivity, revenue, and retention in their workplace.

I also help rising stars and executives define authentic leadership brands that increase their confidence, capabilities, & compensation. DM me if YOU want help landing executive promotions or growing stellar leaders to reach business goals, manage rapid change, and avoid employee burnout.

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