Exposing Misogyny in Leadership: Time to Speak Up and Break the Cycle
Misogyny isn't just a buzzword—it's a deep-seated dislike or contempt for women, and it can manifest in ways that are subtle, overt, or systemic. It often shows up in the workplace through condescending attitudes, dismissive behaviours, exclusion from decision-making processes, and biased leadership cultures that devalue the contributions of women. This type of behaviour not only undermines women in general but can be particularly harmful to women of colour, who frequently face compounded discrimination due to the intersection of race and gender biases.
In this post, we will explore how misogyny infiltrates leadership teams, work culture, and HR policies, often hiding behind the guise of unconscious bias or organisational norms. We’ll dive into the ways this behaviour is enabled and perpetuated, discuss the specific challenges that arise for women—especially women of colour—and identify how gender norms, media, and societal expectations contribute to shaping these beliefs. More importantly, we’ll outline the steps enlightened leaders can take to challenge and dismantle this toxic culture, and build safe , inclusive environments where everyone can thrive.
If you're dealing with a leadership team steeped in misogyny or witnessing discriminatory behaviour in your workplace, this post will give you practical steps to identify and call out these patterns in a safe, yet powerful way. It’s about recognising when a culture has normalised misogyny and knowing how to stand against it without falling victim to the behaviour. Let's explore how to break the cycle and create workspaces that promote equality and respect for all.
How Misogyny Manifests in Leadership and Work Culture
Misogyny can rear its ugly head in many ways, and when it’s woven into the culture of leadership teams, it becomes much harder to spot or address.
Here’s what it commonly looks like:
Constant interruptions or dismissals of women's ideas in meetings.
Tokenism—assigning one woman to a senior role to “tick the box” rather than foster real diversity.
Unspoken assumptions that women are less capable or less committed, especially if they are mothers.
Discriminatory practices where women are passed over for promotions despite merit.
Subtle microaggressions—jokes, remarks, or behaviours that undermine a woman's competence or worth.
But let’s be clear: misogyny isn't just about bias—it’s a fundamental dislike and devaluation of women, often protected and perpetuated by corporate culture, HR policies, and organisational leadership stances. It might be hidden behind unconscious bias or conveniently masked as "just how things are," but the impact on the workplace is toxic.
Is Misogyny Hiding Behind Unconscious Bias and Organisational Culture?
The truth is, many perpetrators of misogyny hide behind unconscious bias and corporate practices that shield their behaviour. Misogynistic leaders are often allowed to continue unchecked, protected by outdated HR policies or even subliminally supported by their peers. In these environments, leaders who want to get ahead may face pressure to conform, rather than challenge the status quo. And let’s not forget how media, peer influencers, and society’s gender norms shape these harmful beliefs, making it even harder to break the cycle.
Spot It, Stop It: Empowering Steps to Expose and Challenge Misogynistic Behaviour
If you’re dealing with a leadership team steeped in misogyny, the key is knowing how to identify and safely call out the behaviour in a way that protects your position and challenges the culture. Here’s how:
Spot the Signs Learn to recognise the subtle (or not-so-subtle) signs of misogyny, such as patronising remarks, women being consistently overlooked, or double standards in performance expectations.
Document Everything Keep records of specific incidents—whether it’s a dismissive comment, a promotion that was unfairly passed over, or an HR policy that favours male employees. Concrete examples are powerful when confronting bias.
Create Allies Align yourself with other colleagues who believe in fostering an inclusive work environment. Strength in numbers can help create momentum for calling out toxic behaviours in a unified way.
Speak Up Safely When calling out misogynistic behaviour, frame it in a way that highlights its negative impact on the team, productivity, or the organisation’s culture. Keep the focus on solutions rather than accusations.
Leverage HR—But Be Cautious While HR is supposed to be the protector of workplace equity, the reality is that HR policies may support the status quo. Approach HR with facts, backed-up documentation, and clear recommendations for addressing the behaviour.
What Can Enlightened Leaders Do to Create Inclusive Spaces?
Creating truly inclusive environments requires enlightened leadership—leaders who not only recognise the value of diversity but actively work to foster inclusion at every level of the organisation. This means challenging outdated norms, dismantling biases, and building a culture where everyone’s voice is valued and respected. Let’s explore how forward-thinking leaders can set the tone for inclusivity and drive meaningful change.
Promote Women’s Voices: Create opportunities for women to speak up, lead, and contribute in decision-making spaces.
Challenge Bias Head-On: Address unconscious biases in recruitment, promotion, and team-building, with training and concrete action plans.
Revise Policies: Audit HR policies and practices to ensure they support inclusion and call out misogynistic behaviour explicitly.
Foster a Safe Reporting Culture: Create a safe space for employees to report instances of discrimination or misogyny without fear of retaliation.
Parting Wisdom
Misogyny has no place in modern leadership or workplaces. It’s time to challenge these harmful behaviours, call them out when they appear, and hold those responsible accountable. A strong, inclusive culture isn’t built on silence—it’s built by those willing to stand up and demand change.
Do you agree that recognising and addressing misogyny in leadership is crucial to building healthy, inclusive workplaces? What steps have worked for you in confronting this behaviour or fostering more equity in your organization?
We want to hear from you! Have you experienced or witnessed misogynistic behaviour in leadership teams or workplace culture? Like, share, and comment with your stories, tips, and insights on how you’ve navigated or confronted these challenges. Your experiences could provide valuable guidance to others facing similar situations.
Let’s come together to support each other in creating workplaces where everyone can thrive, free from the shackles of outdated, discriminatory practices. By sharing our stories, we can help shape more inclusive, empowering work environments for all.
Your voice matters—let’s make a difference together!