International Women's Day 2021: Challenging Gender Bias at Work
The theme of International Women’s Day this year is #ChooseToChallenge; a call to each of us to call out gender bias and inequality wherever we see it. But, sometimes, that’s easier said than done.
At work there’s an imbalance of power, because our employers provide us with the very thing we need to survive – money. This can make it really difficult to speak up, even when your principles tell you that you must.
So, this International Women’s Day, we’re looking at ways to help you build your confidence and choose to challenge sexism and gender bias at work.
Prepare yourself
The best place to start when there are issues that need to be addressed is by talking to someone about it. If the thought of this brings you out in a cold sweat, start by taking a deep breath, and getting your plan in place. In her book, Speak Up: Say what needs to be said and hear what needs to be heard, Megan Reitz advises using the 5Ws approach;
WHY do I need to speak up? Take some time to think about what your intention is and why this particular issue is so important to you.
WHO do I need to hear me? We can’t speak up to an empty room, we need an audience. Think carefully about who in your organisations is the best person for you to speak to. Is it your manager? HR? Somebody senior?
WHAT words do I need to use for that person to listen? Think about what’s on their mind and agenda, how could you use that to your advantage when planning what to say?
WHERE and WHEN do I speak up in a way that I can be heard? Consider what options you have in order to make the most impact. Remember, this isn’t one to spring on someone straight after a meeting.
Using a framework like this can help you feel more in control of the situation, and will also harness your emotions to make an impact. As Megan advocates, “if this is something important to you, then take the time to practice before speaking up”.
Find your people
““Sometimes a collective voice is less risky than a lone one.””
If you’re feeling frustrated about something at work, chances are you’re not alone. A simple step can be to find the other people who are thinking the same things. This could be through informal chats with colleagues or in a more formal forum. Many organisations have established employee networks (sometimes called Employee Resource Groups or ERGs), where you can get together with like-minded people and advocate for change.
If this doesn’t exist in your workplace, why not consider starting your own, like Fiona Daniel did. Fiona established the Embrace network at HSBC which supports Black, Asian and Minority Ethnic colleagues across the bank. Fiona’s advice is to start to discuss your idea with others and establish what your objectives will be. You can then connect with HR to ask for their support and advice in getting set up. Finally, she says “get the word out - reach out across informal and formal channels, raise your visibility and awareness that you exist. Once you build it, others will come.”
Build your allies
It can be tempting to only speak to other women when we’re looking for others who care about gender discrimination at work. But the truth is, if we want to make the strides required for change, we’re going to need men along for the ride too. In fact, in some scenarios, a male voice will add significant weight to an argument because, the sad truth is, that there are still people who think that feminism is just women having a whinge and a moan. When the message comes from a man, you may reach ears that wouldn’t otherwise be open to listening.
And gender equality will reap huge benefits for men too. Flexible working can lead to a better life balance and more career opportunities. The World Health Organisation even has research that shows improvements in men’s health linked to gender-equality.
Using your voice
Even with your network and your allies, sometimes you find yourself in a situation where you witness direct sexism and have to speak up. It’s can feel scary. But, as confidence expert and Founder of UPFRONT Lauren Currie OBE says, “it’s important that you challenge it. Because, if you don’t, it potentially goes unnoticed, and gets swept under the carpet. That’s how microaggressions become acceptable”. If you feel safe to do so, it’s always best to challenge these kinds of comments in the moment.
Lauren has a great tip for you – “simply pretend you didn’t hear them”. This is not to say, pretend it didn’t happen, but to ask them to repeat themselves: “Excuse me, what did you just say?”.
Inviting them to say it again, slowly and clearly, usually helps them and others around you to realise what they said wasn’t ok. This approach doesn’t just apply to sexist comments either, it’s a great tool for any time you hear prejudice of any kind. It’s a great way to start flexing your confidence muscle.
Know your rights
Whilst it may feel that the balance of power is in your employer’s favour, taking some time to understand your own rights and how you’ll be supported can help to boost your confidence too. Take a look at your company’s HR processes, understand the grievance process, and check an independent service like ACAS who specialise in employment rights.
If you’re even considering speaking up at work, we salute you. We need people like you, the people who see injustice and want to take a stand. With some preparation, practice and support, we know you can do this. Let’s all #ChooseToChallenge.
Title image by Dea Owen. Usually, all proceeds from the sales of Dea’s print on Etsy go to Black Minds Matter. For the week of International Women’s Day, proceeds will go to Womankind Worldwide.
Hanna is a leadership coach, diversity champion, and founder of As We Are.
