While most companies have clear policies for handling sexual harassment, many everyday comments or behaviors fall short of violations but still feel uncomfortable, counterproductive, and potentially problematic.
In organizations everywhere, people often hesitate to challenge sexist remarks due to fears of ridicule, backlash, or losing key relationships or clients.
How can women and men effectively call out questionable behavior to shift sexist cultures? Start by reporting intimidation or discrimination through official channels. But for subtler instances—perhaps from well-meaning colleagues lacking awareness—consider these five proven strategies, drawn from real-world organizational insights.
1. Consider the full context. Before reacting to an offensive comment, recall times when you've collaborated successfully with this person, feeling mutual respect or cooperation. This perspective helps frame the incident accurately: Did you hear what you think? Even if so, remember this doesn't define them entirely. View them as a complete person with varied traits. This approach unlocks your empathy and objectivity.
2. Normalize the moment. We're all human and prone to missteps. By dialing down the emotion, you regain access to your full range of communication skills.
3. Avoid assuming intent. Respond to the words themselves, not presumed motives. A remark might stem from deep bias or mere impatience. Jumping to conclusions fuels reactive emotions that cloud judgment. Emotions offer valuable cues, but unchecked, they lead to impulsive responses.
4. Appeal to shared goals. Shift focus from accusing bias to common objectives—like a joint project or team success. Instead of demanding admissions of fault, highlight positives you both value. Aligning on shared aims makes it easier to address hindering behaviors, paving the way for the next key principle...
5. Target behaviors, not character. With goals aligned, note how specific actions impede progress: "When you dismiss my ideas, it makes me feel undervalued, and we might miss key insights. Can we agree to assume each other brings value and see how that works?" We can't change beliefs, but we can promote behaviors that drive success. That's the real goal.
