In the pursuit of gender equality in the workplace, the inclusion of more women is undoubtedly a significant step forward. However, the battle against gender bias is far from won. Deep-seated systems and internalized biases continue to persist, even in industries where women hold the majority.
Let’s take a look at what internalized gender biases at work might look like, as well as a couple of strategies that leaders can employ to minimize gender bias in the workplace.
Gender Biases at Work
Simply adding more women to any given workplace does not necessarily mean that gender bias will become a thing of the past. This is partially because the systems that disproportionately benefit men are still largely in place, as are the internal biases that many professional women are trying to overcome.
For example, even in industries that are female-dominant, women in leadership positions still struggle with how they express authority or address accomplishments that they or their co-workers have achieved. This may be due to the presence of boys’ club behaviors, which added an intimidating factor that influenced women to downplay the contributions they or their co-workers have made.
Women at work are still often held to a standard that their male counterparts aren’t, and this isolating event may make women in leadership feel that they, as well as the women they work with, are on their own when it comes to climbing the corporate ladder. This in turn can make professional women view one another as competition rather than allies.
Strategies to Promote Unity
In order to overcome internalized biases and the belief that your co-workers are competitors rather than teammates, here are a few strategies to follow in order to promote unity at work.
Avoid “Othering”
It’s not abnormal to feel alone at work due to what’s called “othering,” where one person or group of people views another as a rival or simply too different for teamwork to become a possibility. It’s not always intentional, but it’s always a negative at work.
To promote unity among the women you work with, try to avoid othering individuals. Adopt a new mindset when thinking about or addressing other women at work and try to see them as people you should work with rather than against.
Think of it this way. While your successes are your own, they’re the accumulation of one person’s work. However, if you work with your colleagues and you all strive to achieve a similar goal, the impact will be that much more meaningful because the victory will belong to everyone.
Show Empathy
If you’re in a leadership position, you know how incredibly challenging it was to get to where you are today. Keep your past struggles in mind when you’re interacting with someone who could use your leadership advice. When you’re talking to another woman who you know is working hard to ascend the corporate ladder, remember what things were like when you were where she is now. Be the person who could have helped you achieve your goals back when you were truly on your own. This way, the path to success can be easier for women who are making the same trek you made.
Be Inclusive
As a leader, you have the power to command an audience and direct a group of people. During meetings and the like, do your best to include everyone rather than having the same people influence all of the decision-making at work. While it’s great to have people who are passionate about where your organization is headed, it’s a good idea to try including some of the less-represented colleagues you work with.
You could try something as simple as asking, “Marie, what are your thoughts on what Erin suggested,” or “Kay, do you have anything you want to add?”
Simple efforts to include everyone at work can go a long way.
Empathy and inclusion go a long way when it comes to addressing and reducing instances of internalized bias among female leaders. Try to understand where your female colleagues are coming from and take a moment to appreciate what they want to achieve at work.
