Valerie Zolezzi-Wyndham’s Post

As a woman, I have constantly faced bias against me in the workplace, but I have no complaints. Because this bias has taught me crucial lessons that I can share with the upcoming generation of women entrepreneurs. As women leaders, we often face subtle (and not-so-subtle) gender biases. Here are 5 powerful tools to navigate and overcome these challenges: 1️⃣ Bias interruption technique: Learn to diplomatically call out biases in real-time. Example: "I noticed that John's idea was attributed to Mike. Let's make sure we're acknowledging everyone's contributions." 2️⃣ Promote yourself strategically: Document your achievements meticulously. Create a monthly "impact report" to share with your superiors, highlighting your contributions and their results. 3️⃣ Allyship amplification: Cultivate male allies who can amplify your voice in meetings. Coordinate beforehand to ensure your ideas are heard and credited. 4️⃣Reframe your negotiation: When negotiating, focus on collective benefits rather than personal gains. This approach often circumvents negative stereotypes about assertive women. Navigating bias isn't just about individual actions. It's about creating systemic change. P.S. Which of these tools will you implement first?

It’s not about women vs. men ❌ After I shared a post reflecting on a male executive struggling with the idea of a "girly" colleague as a leader, I received this message from a woman:  "I really dig your content but this one rubbed me the wrong way. Can we please stop handling men with kid gloves and call them out for their unacceptable behaviors?" I’m embracing the critique and want to unpack it.  For too long, the burden of change has fallen on those facing underrepresentation and marginalization. Harmful behaviors are often dismissed or tolerated, leaving little room for true inclusion.  And that SUCKS BIG TIME. But when we take a closer look at sexist attitudes and actions, it gets complicated. Because bias is deeply ingrained in all of us: Men, women, non-binary folks, everyone.  And here’s where I believe dialogue becomes a powerful tool. It's where we can plant the seeds of change most effectively.  This doesn’t mean excusing or coddling problematic behavior. It means recognizing that change often requires nuance.  My goal is to create spaces where unconscious dynamics can be uncovered and challenged. Sometimes that means having tough conversations, sometimes that means activating our compassion, and most of the times that means BOTH. This isn’t about women being right and men being wrong! It’s about breaking down the systems and biases that shape ALL OF US, so we can work toward something better.  I hear the frustration in this woman's message and I don’t take it lightly. It’s a valid critique and a reminder of the challenges we face in this work. What’s your experience? Would you prioritize accountability or compassion when working towards change?

"There is always an excuse masquerading as a reason given for a woman about why she's not quite right for any role," says Leanne Dzubinski PhD, talking about the updated research she's undertaken with Amy Diehl, PhD and Amber Stephenson and published in the peer-reviewed Human Resource Development Quarterly. The research indicates 30 types of personal identity factors used to discriminate against women leaders. As women, we're excluded from promotion because we're too young and inexperienced... or because we're too old and overqualified. We have children so we can't be relied upon. Or we don't have children, so we're not warm and approachable. We have the wrong accent or the wrong body size or the wrong coloured skin or the wrong marital status or the wrong sexual orientation. We're too bossy. Or not assertive enough. We're too rigid. Or too flexible. Too available? Too unavailable? Too loud? Too invisible? Too grim? Too friendly? Too busy for coffee meetings? Too lacking in networks? Research suggestions practically ANY personal characteristic can be proclaimed problematic for a woman leader, to question her competence and suitability for leadership. And women can be as judgemental of other women as men are. "It used to be the argument that as soon as you get more women in, it would fix itself — it's not fixing itself," says Dr Dzubinski. That's partly because women have grown up in a sexist world and internalised the sexism, and partly because women observe only a few places made available at tables for women and assume the only way to ascend into a leadership role is if another woman loses her spot. Whichever "too" you've been told you are, chances are if you're a woman in leadership, you've been told you have the problem or you are the problem. This research tells us you haven't and you're not. But having been told this so often and for so long, it could be hard for you to shift that belief, and hard to make the difference you want to make in a world that tells you you're either "too" or "not enough". There are some terrific tools and strategies available to help, and I'd love to share them with you. If you'd like to explore how we can work together to unpack some of this gaslighting and have you stand more powerfully in just how good you are, book a call with me. The link's in my bio. Every good wish, Karyn #womeninleadership #executivewomen #executivecoaching #gaslighting --------- 👋 I'm Karyn Brinkley, trusted coach and confidante of executive women with purpose and commitment and a craving to use their power for good. What will I do for you? As your confidante I listen closely and supportively and safely. As your coach, I remind you who you are and what you care about, and help you stand rock-steady in your power. If you'd love to use the power you have more effectively, let's connect! 📨 Use the link in my profile to arrange a zoom call 🤝 Connect with me today 💡 Follow me for daily insights

Gender bias in the workplace is real—and it shows up in ways we might not even realize. From being asked to take notes in meetings to having our ideas dismissed or misattributed, women often face subtle yet pervasive challenges at work. 👩💼💼 In our latest blog post, AdaMarie Expert Ruha Tacey digs into the everyday scenarios where gender bias plays a role and shares practical strategies for addressing these scenarios—whether it's correcting misinterpretations of assertiveness or advocating for fair pay. 💪🏽 Read the full post here and share your own experiences below: https://lnkd.in/gg9HP9NS #GenderBias #WorkplaceEquality #Leadership #WomenInTheWorkplace #CareerDevelopment

“Your homework today is to think about what makes a good leader, like really think about it. Does a particular image spring to mind? A particular gender? What traits do you consider to be winning ones? And now think how you’ve arrived at that perception, what stories, experiences and role models have led you to your beliefs. Analyse those, start breaking them down and turning them over in your mind. This is how we uncover and break down our unconscious biases.” Thankyou Lisa (Hogben) Martello from Catching_Bees for your ongoing work raising awareness, calling it out and educating others.. Whilst you daily posts often have a humorous edge to them, they are born from the reality so many of us face.. Changing mindsets by sharing lived experience is so important. It also has the added bonus of letting those that have experienced bias, discrimination and harassment in the workplace know they are not alone.. Happy Volunteers Week..

“Despite strides in women’s representation in powerful roles, a surprising number of people across the world still don’t trust women to lead effectively. These biases are deep-seated – and may be difficult to change[..] It’s common for beliefs about leadership to default to stereotypes about masculine behaviour, leading to unconscious gender bias. This can be present even in people who consider themselves progressive, including younger people” Christine Ro, 2021. There is a common belief amongst men that women are “too delicate to lead”. We have bound up our perceptions of leadership with stereotypically masculine traits like strength, aggression and resilience (defined more as not reacting, rather than the ability to spring quickly back into shape). Christine also talks about a double bind, where men who don’t consider themselves to be sexist, think that because the world is sexist, women will receive less support and therefore will be more likely to fail. And this notion of leadership is juxtaposed with basically all research ever, which suggests that vulnerability, empathy and emotional intelligence are the keys to great leadership. Emotion in the workplace is considered a dirty word, but anger (which is an emotion) is rife and weirdly acceptable, especially in male-dominated workplaces. Your homework today is to think about what makes a good leader, like really think about it. Does a particular image spring to mind? A particular gender? What traits do you consider to be winning ones? And now think how you’ve arrived at that perception, what stories, experiences and role models have led you to your beliefs. Analyse those, start breaking them down and turning them over in your mind. This is how we uncover and break down our unconscious biases. View post on instagram: https://lnkd.in/g4KfMQ-i #genderstereotypes #unconsciousbias #equality #sexism

👉Fewer women are hired in many professions. And when they are hired, the #sexism they experience forces them to leave. 👉Fewer women are promoted to mangement and senior leadership positions even though in many professions there is a 50/50 pool of non-management candidates to choose from. 👉Fewer women are mentored, and more importantly, sponsored, by men, which impacts women’s ability to gain visibility and promotions. What needs to change? Sexist systems and attitudes. Be Antisexist. Dr. Lynn Schmidt #allyship #leadership #coaching #books #womenleaders #professionalwomen #wellbeing #careeradvancement #career #leadershipdevelopment #diversityandinclusion

“Boys play rough and tumble. Girls play nice.” 👦🧒 The gender binary may be outdated, but the impact of this old-school gender socialization plays out in every leadership team where men outnumber women. For example… My client, a VP of Finance, felt angst whenever her nearly all-male C-Suite colleagues would debate and argue aggressively in meetings. It was in sharp, jarring contrast to the pleasant experience of speaking with other women, where collaborative consensus is sought and listening is prioritized. She wanted to feel more at ease (as she does with women) at work dealing with John, Matt, and Punit. When we dug into it, the solution wasn’t for her to “act like a man” or to perseverate on gender differences. Instead, the real solution was to meet herself with kindness and compassion whenever she felt the angst. The key was to change the inner talk of “You’re gonna be judged for being slow and different” to… ✨“Yes, this isn’t easy, but I am here for you. And even with the angst, you have so much more to offer.” ✨ As a result, ✅She was able to move through the angst into groundedness. ✅Get curious instead of judging herself. ✅Be willing to jump into the fray of conversation sooner instead of overthinking. From this willingness, curiosity, and groundedness, my client can LEAD, influence and advocate for her ideas — regardless of whether she’s the only in the meeting room. Maybe this is you. You're looking for a coach who won't delude you about the lived experiences of real women in a sexist society. You're looking for a coach who can help you blend real-world practical solutions with a mindset shift rooted in big-hearted compassion. You're looking for a coach who'll help you build your self-advocacy muscles -- from the leadership meeting to your salary negotiation and beyond. I can help you. Book your free consultation today. We get started with a 60 min conversation to map out your custom action plan. Link to book below ⬇️. (Photo of my rambunctious six year old nephew and me goofing around together in NYC). #womenleader #sexistworkplace #powerofselfcompassion

What challenges and ambivalence do women experience when considering leadership opportunities? Research conducted looking into women's lived experiences of their leadership journey, has revealed a number of themes, including: 1. Isolation and lack of support: Women in leadership roles often feel isolated, especially when facing personal challenges such as undergoing fertility treatment or breast cancer treatment, which continue to be hidden from sight. 2. Gender bias and intersectionality: Unconscious gender bias persists in various fields, especially traditionally male-dominated fields such as in STEM and tech industries, impacting women's advancement. 3. Ageism and gendered ageism: Ageism affects both genders but is often gendered, impacting women's career opportunities more than men’s. It seems to be the most ignored of the protected classes. 4. Identity, accessibility, and inclusivity: For women of colour, a sense of belonging and seeing diversity in leadership were crucial factors. What can organisations do to address these challenges and how can they retain more women in leadership positions?! Find out more here: https://lnkd.in/eaUzpWzY #womeninleadership #leadershipopportunities #challenges #gender #bias #equality #inclusion #ageism #identity #intersectionality #support #research