GENDER MAINSTREAMING

TIPS
FOR MEN AT WORK
Stereotypes are enormously self-reinforcing
Men are expected to be assertive, condent and
opinionated, so we welcome their leadership.
In contrast, women are expected to be kind, nurturing
and compassionate, so when they lead, they go
against our expectations and often face pushback.
This dynamic disadvantages women at work.

I CHALLENGE THE LIKEABILITY PENALTY

Scenario

If a woman is competent, she does not seem nice

enough, but if a woman seems really nice, she is
considered less competent. This can have a big impact
on a womans career.

Solution

Listen to the language of this likeability penalty. If you

hear a woman called aggressive or out for herself,
ask, Would you have the same reaction if a man did
the same thing? In many cases, the answer is no.

Women are often

hired based on
past performance while
men are often hired for
their potential.
.
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II EVALUATE PERFORMANCE FAIRLY

Scenario

Male performance is often overestimated compared to

female performance,1 a bias that is even more
pronounced when review criteria are unclear.2 This helps
explains why women are hired and promoted based on
the past, while men are hired and promoted for
potential.3

Solution

Make sure you are aware of gender bias in evaluating

performance. Know the criteria for what constitutes
excellent performance and be prepared to explain your
evaluations.
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III GIVE WOMEN CREDIT

Scenario

While men typically attribute their success to innate

qualities, women often attribute success to external
factors like getting lucky and help from others.4
When women and men work together on tasks, women
are given less credit for successes and blamed more for
failure.5 Because women receive - and give themselves
- less credit, their condence often erodes.

Solution

Make sure women get the credit they deserve and look
for opportunities to acknowledge their contributions.
When you introduce female co-workers, emphasize their
accomplishments!
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Women get less airtime

and have less inuence
in meetings.
.

IV GET THE MOST OUT OF MEETINGS

Scenario

Men tend to talk more and make more suggestions in

meetings, while women are interrupted more, given less
credit for their ideas, and have less overall inuence.6
Without full participation, meetings cannot tap
everyones
expertise,
which
undermines
team
outcomes.

Solution

If female colleagues are interrupted, interject and say

youd like to hear them nish. Be aware of stolen ideas
and look for opportunities to acknowledge the women
who rst proposed them.
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V SHARE OFFICE HOUSEWORK

Scenario

Women do more oce housework - service and

support work such as taking notes, organizing events,
and training new hires. These tasks steal valuable away
from core responsibilities and can keep a team member
from participating fully.

Solution

Do your part to help distribute oce housework equally.

Consider picking up some yourself; it often creates
opportunities to collaborate with dierent co-workers
and develop new skills.

Motherhood triggers
Assumptions that women
are less competent and
committed.
.
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VI MAKE WORK WORKABLE FOR PARENTS

Scenario

Motherhood triggers assumptions that a woman is less

competent and less committed to her career. As a
result, she is held to higher standards and presented with
fewer opportunities.7

Solution

Dont assume mothers wont be willing to take on

challenging assignments or travel. If youre a parent, be
vocal about the time you spend away from work with
your children; this gives mothers - and fathers - in your
organization permission to do the same.
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LETS
#LEANINTOGETHER
When men lean in for equality, they win - and so does
everyone else. Children are happier and healthier.
Marriages are stronger. Teams and companies produce
better results. Men, show your female colleagues and
the world youre for equality. Women, celebrate men
leaning in.

In for equality? Pass it on - #LeanInTogether

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