We've all heard stories of senior women who seem unsupportive of those coming up behind them—though we hear less about the battles they fought and the personal costs involved. Young women today also face familiar challenges: mansplainers, quiet stalkers, and sappers undermining their efforts.
Some may push back on this discussion, insisting they see themselves as individuals, that their workplace is gender-blind, or that they've never encountered sexism. Fair enough—until it happens. Beyond formal systems like HR complaints or legal action, women's networks offer invaluable insights: how to navigate maternity leave in your office, which male colleagues to avoid working alone with, clients who dismiss women's ideas, and effective strategies to address them.
Luckily, with women forming a significant part of today's workforce, proven tips exist to tackle office politics. While individual tactics—like negotiating or dressing strategically—matter, real cultural change requires women supporting one another.
So, how can ambitious women actively help their peers?
1. Network up, down, and laterally.
It's tempting to network only with those above you, who hold the promotions and opportunities. But two issues arise: top roles remain male-dominated, so building bonds with men is key—yet equally vital is cultivating a women's network. Plus, in a progressive workplace, your peers and juniors are the future leaders. Their success boosts everyone's. Make it explicit: form a "Feminist Fight Club," as author Jessica Bennett describes, where women strategize on advancement and combating sexism.
2. Highlight office housework.
Who fetches coffee, organizes birthday cards and cakes, or orders sandwiches? These "office chores," as a Harvard Business Review article terms them, rarely lead to bonuses or promotions. Women volunteer more and face more pressure to do so. The fix? End volunteering—rotate assignments instead. Future generations of women will thank you.
3. Avoid the gossip trap.
Gossip bonds groups by targeting outsiders. In male-dominated offices, joining men in critiquing other women might feel like fitting in, making you "one of the guys." Watch for coded terms like "difficult," "drama queen," "emotional," or "demanding"—they often mask deeper biases. If junior men target a senior woman, consider her an ally instead and build that friendship.
4. Practice signal amplification.
In meetings, women often get interrupted mid-thought, ignored, or have ideas claimed by men minutes later. This steals credit and breeds frustration. A proven counter: In the Obama White House, as reported by the Washington Post in 2016, women amplified each other. When one made a key point, others repeated it, crediting the originator. This forced acknowledgment and prevented idea theft.
5. Provide sponsorship.
As you advance, sponsor rising women. Implicit biases can affect even in-groups. In decision rooms, advocate for talented women—those who "play the game" well. Make it routine: lunch weekly with new female hires to spotlight their names and projects for opportunities and rewards.
Workplace cultures self-perpetuate. By changing it alongside other women, you create environments where women don't just survive—they thrive.
