If you’ve ever felt overlooked, interrupted, or underestimated at work because of your gender, you’re not alone. Gender bias, sometimes subtle, often frustrating, is still alive and well in so many workplaces.
Gender bias is real, and it chips away at confidence, stalls careers, and creates (glass) ceilings, cliffs and walls—invisible barriers—that can feel impossible to break through.
But there’s good news: Bias doesn’t have to be a permanent part of our work lives.
Recently, I interviewed Dr. Amy Diehl, a leading researcher on gender bias and co-author of Glass Walls, Shattering the Six Gender Bias Barriers Still Holding Women Back at Work. We talked about how all of us, women, allies and leaders, can recognize and overcome gender bias at work.
I’m sharing three powerful takeaways based on my conversation with Dr. Diehl (Talk About Talk podcast ep.189) to help you recognize these gender biases, understand their impact, and take intentional steps toward more equitable, respectful and productive workplaces.
1️⃣ Vocabulary matters: name it to change it
Dr. Diehl and her co-author Dr. Leanne Dzubinsky encourage us to learn and use specific terms that describe different types of gender bias. Some of these terms existed well before Glass Walls was published, and some were invented by Dr. Diehl and Dr. Dzubinsky:
- Glass walls
- Housekeeping duties (a.k.a. “non-promotable tasks”)
- Role incredulity
- He-peating
- Man-splaining
- Bro-propriating
When we learn this vocabulary, we’re not just talking about abstract concepts; we’re identifying real barriers. And once we can name a bias, it’s easier to call it out when it’s happening, discuss it, and dismantle it.
You can learn the vocabulary directly from Dr. Diehl in the podcast, ep.189, or in her book.
2️⃣ Female hostility hurts the most
Dr. Diehl poignantly noted how women can sometimes be the harshest critics of other women in the workplace. This reminded me of Madeleine Albright’s famous line: “There’s a special place in hell for women who don’t help other women.”
This isn’t about blaming women but rather about raising awareness. As women, allies, and leaders, we need to watch for this dynamic, the queen bee phenomenon, and consciously work against it.
Supporting each other is crucial.
3️⃣ Intentionality is key
Most bias isn’t overt or intentional, it’s often unconscious. Dr. Diehl emphasized that many behaviors like he-peating (men repeating women’s ideas as their own) are not intentional, nor are they malicious. However, other behaviors such as bro-propriating (taking credit for women’s work) can certainly be intentional and malicious.
We need to consider intentionality when we approach these situations. Sometimes, particularly when gender bias is unintentional, a private conversation can create awareness and change; other times, calling it out publicly might be necessary. The goal is to be mindful in addressing bias, not always assuming bad faith.
If you only remember one thing…
After recording Gender Bias and Communication in the Workplace: 6 GLASS WALLS with Dr. Amy Diehl, ep.189, I found myself reflecting on something I didn’t share in the conversation, but I think it’s important. Years ago, I had a chance to work with a renowned professor studying gender differences in the workplace. It was meaningful work, but I turned it down. Why? Because I realized I didn’t want to make gender equity my job. I wanted to be an advocate in my own way: through storytelling, branding, and amplifying women’s voices.
Here’s what I’ve learned: You don’t need “DEI” in your title to make a difference. Whether you’re a formal practitioner or simply someone who cares, what matters is that you show up with intention and purpose. This episode gives you the vocabulary to do just that: to talk about equity, recognize allies, and maybe even be one yourself.
By the way, I’m certain you possess a growth mindset already, otherwise you wouldn’t be reading this newsletter!
From gender bias to age bias: 3 strategies to battle ageism in the workplace
This isn’t the first time I’ve talked about biases at work.
I wrote an article for Inc. on three strategies to battle ageism in the office. Because no matter how old you are, ageism hurts everyone, and if you step back and allow it to continue, it’ll eventually catch up with you. (That’s how aging works!)
I hope these takeaways and strategies inspire you to educate yourself, and speak up against biases in the workplace. Instead of feeling discouraged by them (and believe me, after facing many glass walls myself, I know it’s easy to feel this way), it’s good to be reminded that we can create change, no matter our gender, age, or role.
Talk soon,
Dr. Andrea Wojnicki
executive communication coach