SPE Diversity and Inclusion Committee is committed to celebrating and supporting women in the workplace by sharing actionable steps everyone can take to foster inclusivity. During our recent ATCE Strategic Panel, Empowering Change: Progressing Diversity and Inclusion, we discussed the importance of reviewing promotion processes and addressing any hidden biases. Building a culture that truly values diverse perspectives and experiences is key to creating an inclusive workplace. Did You Know? In a study, 66% of women received negative feedback about their personal style—comments like “abrasive”—compared to less than 1% of men. (Snyder, 2014) 🔹 Action to Take: Challenge the “Likeability Penalty” Women in leadership often face a double standard. While men are typically expected to be assertive, women are often expected to be nurturing and collaborative. When women lead assertively, they may face pushback, sometimes being labeled “aggressive, over ambitious or impostors,” while men demonstrating similar traits are seen as “confident” or “strong.” Next time you hear a woman described as “bossy” or “nagging” ask for specific examples and consider: "Would you feel the same way if a man did the same thing?" Giving women the same benefit of the doubt encourages fairness and challenges biased perceptions. Let’s work together to recognize and value the strengths that diversity brings to our industry. 💪 #WeareSPE #DiversityAndInclusion #EmpowerChange #WomenInLeadership #ChallengeBias #SPE Reference: Kieran Snyder, “The Abrasiveness Trap: High-Achieving Men and Women Are Described Differently in Reviews,” Fortune, August 26, 2014, https://lnkd.in/g2EE2AWs.
