*This blog post was modified from an Instagram post from July 1, 2020.*
Here’s the next scenario, this time focusing on affinity bias! For a refresher on affinity bias, check out my Instagram posts or my Package Program on Gender Bias. Let’s get started! Say you are working in a team led by a woman, but a male colleague or member of another team assumes that a man on your team is the leader. You recognize this as bias, and you decide how to address it. First, think it through. You should definitely speak up, but carefully consider whether to do it then and there or in private later. You don’t want to overstep if the woman wants to handle the public situation herself, as you could undermine her authority further. However, if she does nothing, it may be helpful to say something. Here are some possible questions to ask: “Why did you think that ___(the man he named) was the leader?” “Are you surprised that __ (the woman) is the leader?” Lay out some of your team leader’s accomplishments and leadership abilities. Credit her for the job she is doing and acknowledge her successes. Again, think carefully about whether you do this publicly or in a private conversation. Don’t take away the woman’s chance to stand up for herself. Then, explain why the assumption was harmful. Here is a possible way of wording it: “People tend to assume men are more senior than the women around them, partly because we unconsciously associate men with leadership more strongly than we do women. It’s also because men outnumber women in leadership and management positions, so this view becomes the norm. When you make assumptions like this, it reinforces the idea that women aren’t leaders. It also undermines the woman and her standing in the group, team, or company. This can lead to worse results for teams and hurts productivity overall. It’s damaging for all genders, ensuring that we don’t make progress addressing our biases as a society.” It also helps to address the affinity bias directly, pointing out that he likely assumed a man was the leader because he himself is male. This way, he is more likely to understand where this bias comes from and actively try to prevent it in the future.
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Neha SaggiFounder and director of LeadHERship. Archives
March 2021
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