Here’s a scenario for the last major type of gender bias. After this I will likely not be posting Instagram threads from this series, but if you all would like more examples, I’d be happy to keep writing these short blog posts! Just let me know. Now, let’s get into it!
Say a colleague comments to you that another coworker “only got the promotion because she’s __ (a woman of color).” You know that this woman has been working hard for a long time for this opportunity, and you believe it was well-deserved. You can simply ask, “What makes you say that?” Sometimes that’s enough to make someone rethink their view. Or better yet, stand up for your coworker: “I think she got the promotion because she’s terrific and has done excellent work.” You might also take the opportunity to make a larger point about the value of diversity: “Plus, it’s good for the company to have more women of color in senior roles, because diverse teams tend to perform better. Anyway, would you rather everyone in our office have similar or diverse backgrounds in general?” If they don’t seem to be catching on, or if you feel the need to expand, here’s what you can say: “People tend to underestimate women’s talents compared to men’s—and that bias can be even stronger when it comes to women of color. That means that women often have to accomplish more to show that they’re as competent as men. And when a woman of color succeeds, some people discount her accomplishments and assume that her success is due to external factors like affirmative action, rather than her own hard work and achievements. If this idea goes unchallenged, it reinforces a damaging stereotype about the talent of people from underrepresented groups and discounts the additional layers of bias that they’ve had to overcome to get to where they are now. Comments like this can foster sexism and racism and make the workplace feel hostile to some employees—and employees are generally less happy in hostile workplaces.” Hope you've enjoyed this series! Big things are coming soon and I couldn't be more excited. See you soon!
0 Comments
Before I jump in, I want to make clear that this is a short introduction to the first 2 waves of American feminism. I wanted it to be an engaging and interesting read. If you’re interested in learning more, just reach out and I’ll send resources and more information! Also, if you see "womxn" and are confused, it's a way to be inclusive of trans women! Alright, let’s get started.
There’s a common sentiment, especially on social media, that feminism has morphed into something that is “too much.” There’s a lot to unpack in this idea. First, address their complete misunderstanding. Yes, feminism has become extremely widespread and prominent. But is the movement bad? The flaws in the movement result from people who don’t do their research and don’t fully understand the ideas. To be clear, this can include both people who identify as feminists and those who do not. History classes have not helped. Let’s dive in. The first wave of feminism (1850-1940) was extremely flawed in that it was not intersectional and it was rooted in racism. The overarching ideals were, and still are, equal rights, like the vote and other legal rights that many take for granted today. However, the victories they achieved were largely only victories for white women. Recognizing that advocating for women of color may slow their cause, this era of feminism became extremely white-centric. Many WOC activists, particularly black and Asian frontliners, were pushed out of the movement. The first wave was simply not inclusive, and it only brought about basic rights for white women, many of whom were opposed to the movement in the first place. The second wave (1960s-80s) focused more on systemic oppression and social objectification of women. Issues such as reproductive freedom, education equality, the wage gap, patriarchal values, and sexist power structures were central to the movement. It’s important to note that while more inclusive than the initial wave, this movement was not entirely intersectional. The major issue with this movement was that it again divided women, which counteracts the idea of feminism. It exemplified the idea of “white feminism,” overlooking the additional struggles faced by women of color. In addition, many interpreted the staunch confidence of these feminists as if they looked down on women who did desire to live as wives, mothers, and housewives. Their condescending manner and lack of recognition of the layers of identity were problematic. So what about feminism now? Well, this is the first truly intersectional and global movement that is inclusive of all forms of gender identity, race, sexuality, ability, age, class, and religion. Though based on the same overarching principle of equality, it encompasses a range of issues from sexual violence to beauty standards. Most importantly, it does not tell womxn what to believe or desire. Rather, it supports what womxn want for themselves, and it demands that those who do not identify as female support womxn as well, promoting the idea that feminism is truly for everybody and should no longer be considered something radical and divisive. Because equality, no matter who you are, is not a radical idea. So, when someone tells you they wish feminism would go back to what it “used to be,” you may want to ask them exactly what they mean and what they’ve misunderstood. Help them recognize that they are contradicting themselves by saying that they support women and equal rights but don’t identify as feminists. Though we, as teenagers, do not experience or witness maternal bias quite as often as other forms of bias, it is still crucial to understand so that we can call it out in the future. Here’s the scenario!
Say a colleague recommends a man for promotion over a woman, saying, “I’m not sure about her long-term commitment. She just got engaged, and she must want to have kids soon.” This assumption may sound pretty egregious to our ears, but it is a deeply rooted stigma that still exists, particularly in the workplace. Suggest to your colleague that women should decide for themselves whether or not they want to take on new challenges at work. “Do you think that was a fair assumption to make? I’m sure she can decide for herself if her personal life will affect her career.” If you’re feeling bold, you can also point out the double standard: “It’s hard to imagine that we’d say that about a man who recently got engaged. I’m sure any man would want to be a committed father as well!” And, as always, it can’t hurt to clearly explain the issue. Here’s one way to do so: “When women get engaged or married, people—consciously or unconsciously—start to question their competence and commitment, based on the mistaken belief that women can’t be fully present at work if they have family responsibilities at home, as well as the assumption that the women desires to raise children in the first place. When coworkers make assumptions about a woman’s commitment to work based on what’s happening in her personal life, it unfairly limits her opportunities—and could cause your company to miss out on a highly committed candidate. It’s also illegal in many states to consider a person’s marital or parental status as a factor in promotions. Please be more considerate!” We have one more scenario coming up! I’ll be back in two days. Performance bias is extremely common, particularly in the workplace. There are countless scenarios I could have used for today's walkthrough, but I went with this one because I think we’ve all seen it happen before, whether in the classroom/workplace, on television, or in many other areas of daily life. Let’s get right into it!
Say you witness a situation where a male boss consistently questions a female worker’s knowledge of something firmly in her expertise, or assumes he understands her area better than she does. It may not bode well for you to question your boss, but if he is clearly not listening to the woman stand up for herself, you should support the woman by highlighting her expertise. You can say something like, “You may not know this, but __ (her name) is our resident expert on the topic” or “__ (her name) actually wrote a report about this last year.” Longer term, consider making a more concerted effort to highlight the expertise of all the women on your team—not only in the moment, but regularly. Seek their insights in meetings and point people with relevant questions in their direction. Though you pointing these things out may do enough, you can also make an effort to lay it out clearly. So here’s a possible way to do so: “People tend to overestimate men’s performance and underestimate women’s. As a result, they are more likely to doubt women’s competence and question their judgment. Moments like this add up: women are twice as likely as men to have their competence questioned at work. Over time, it can make the women themselves feel less happy in their jobs and more likely to consider leaving. We need to trust that women are just as qualified as men to do their jobs.” Hope this was helpful! I’ll be back with another one in two days. My newest reading list is out! I was a little surprised to see how many of you had requested this list, but as I researched and compiled, I began to realize how important it is. Societal gender norms are present at the earliest stages of our lives, and they are instilled in us from the start. Little girls and boys are taught that boys don't cry and girls like pink and princesses. Ideas like this are present everywhere in picture books and other children's literature. It is critical to actively avoid this in order to raise children in a way where the books they read are not contradicting the ideas you teach them. When they learn to read, the content that they consume should teach them the same lessons that you are! I hope this list is a good starting place for all of you who requested it! Happy reading. Here's the Google Doc Link: https://docs.google.com/document/d/1Zflh4R9cNZN0FlMG6Dw9RzpmgIL4ty_pMbKYLC0K1Wc/edit?usp=sharing Here's a PDF Version:
Today we’re focusing on a scenario of Attribution Bias. As always, if you’d like another scenario or situational example of Attribution Bias, just let me know by commenting, DMing, or emailing! If you need a refresher on Attribution Bias, check out my Instagram posts or Package Program on Gender Bias. Now, let’s get into it.
Say a woman gets a big break, maybe a promotion, leadership role, or project, and you hear someone say “wow, she got really lucky!” You, knowing that this woman has been working hard for a long time, find this comment to be completely unfounded, and you recognize the attribution bias in this situation. As always, start out with some questions. Prompt them to consider why they think the woman didn’t deserve this promotion. “I’m curious, what makes you think it was luck?” “Do you think she’s less competent?” “Is there an example you can give?” Now, it’s time to explain. As always, recognize that their bias may not have been ill-intended, but it was definitely present. Here’s a way to word it. “We tend to overestimate men’s performance and underestimate women’s. Because of this, we often attribute women’s successes to “getting lucky,” “having a good team,” or other explanations that diminish their achievements, while we accept men’s accomplishments as proof of their abilities. Getting recognized for accomplishments can make a difference, especially when it comes to performance reviews and promotions. When achievements are attributed to luck rather than hard work or skill, it minimizes them. Women won’t be able to make progress if we constantly diminish their successes.” This type of bias a little bit more recognizable than some others, so they will likely have less questions for you about it, but make sure you’re available to answer them all! *This blog post is modified from an Instagram post from June 2, 2020.*
When I polled on my Instagram, this was the highest requested response. You ask, I deliver! I had originally been avoiding this question because I focus on empowerment, but I feel that addressing the factors that take away from your message and your power, even if they are unintended, is just as important. I’ve also found myself having this conversation a lot lately. Yes, it can feel ridiculous that we even have to address this, but it is necessary to ensure that women are listened to when we speak out. Without further ado, let’s jump right in! The phrase “not ALL men…” is often used in response to women’s claims about men instigating and perpetrating gender bias, sexual assault, and other forms of gender-based discrimination and violence. It is extremely harmful for many reasons, and here is the biggest one. When women speak up about the issues they face, the message often gets convoluted and shifted because men respond defensively rather than attempting to listen and commit to change. They distract from the message; everyone KNOWS that all men are not the same. When men respond with this message, they distract from the original point that was made and redirect the conversation to center around themselves, which ends up silencing women further. So how should you respond? Yes, it can be exasperating to even address this. Yet, if you don’t, the original message won’t come through. Acknowledge them and make clear that you aren’t accusing them personally, but rather a structure that allows men to behave in these ways. You can also acknowledge that yes, not all men, but enough men that most women have experienced these things. This shouldn’t take more than a couple minutes. Then, move on. Reinforce the point that was initially made and expand upon it. It is crucial that you do not allow the narrative to move away from the initial message in order to stop the cycle of distraction and ensure that progress is made. Once you’ve acknowledged and moved in, ignore any more complaints that they have. A calm and logical response like this will prove much more effective, even if you feel exasperated that you are constantly having this conversation. Hopefully, the more you respond in this way, the more people will understand, and you’ll find yourself having this conversation less and less often. It can be difficult and annoying, but it is necessary. Hope this was helpful! *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. *This blog post was modified from an Instagram post from June 30, 2020.*
Can you believe it’s the last day of June? Neither can I! But LeadHERship has had a great summer so far. This month, three virtual LeadHERship conferences were held! I am so proud of all three girls who took the initiative to hold an event, as well as every conference participant. Many of you have also been using the Package Programs, and though I’m not able to pop into every conversation, I’ve heard wonderful things from all of you about how they went. In addition to these events, I’ve gotten some great feedback on my last reading list and all of my quarantine recommendations, so I plan to continue with both of those initiatives going forward. We’ve also doubled our Instagram follower account and surpassed 600! Lots more projects, collaborations, threads, and blog posts are in the works, and I’m excited to see what the future holds for LeadHERship! Thank you all for the support this month and stay safe. *This blog post is modified from an Instagram post from June 29, 2020.*
I had gotten many requests from followers and participants to expand upon the six bias types that my events focus on. I will do scenarios from all six types of bias, and I’m starting with Likeability Bias. If you want advice about dealing with another instance of Likeability Bias, comment or email me and I’ll work on that as well! Let’s jump in. Say you’re with a colleague and they complain about how a woman “bragged” about her strengths and accomplishments during a job interview. You don’t see it that way and you’re surprised that they do, recognizing that this is an instance of gender bias. The first thing you should do is ask some questions. Here are a few possible questions: “Why did you see it as bragging?” “Weren’t you the one who asked about her accomplishments?” “How would you prefer she talk about her experience and qualifications?” “Do you think you would have done the same thing as her?” “Would you have reacted differently if a man had done the same?” The goal of these questions is not to make them feel defensive, but rather to get them thinking about how they perceive confident, accomplished women. Next, you should explain why you asked. Now that you’ve given them a chance to consider why they reacted this way, you have a chance to explain and educate. Remember not to directly blame them! Recognize that their bias was implicit and rooted in societal standards for women. This way, they are more likely to take you seriously and learn from this experience. If you aren’t sure of the best way to explain, here is a possible way to word it: “We expect men to assert themselves and promote their accomplishments. Yet, we often have a negative reaction when women do the same, putting women in an impossible situation. If they tout their achievements, it can make them less likeable and hurt their chance of being hired. If they don’t, their achievements will be overlooked and they again won’t be hired. So, instead of disregarding her skill and talent because she considers herself qualified, let’s consider her based on what she could contribute to this position.” If you’re looking for a different way of wording your explanation, or if you aren’t sure what Likeability Bias is, check out my Instagram posts or my Package Program on Gender Bias. Reach out with questions and feedback! Thank you. |
Neha SaggiFounder and director of LeadHERship. Archives
March 2021
Categories |