Gender Bias Gets Louder When the World Feels Uncertain. Here’s How to Navigate It.

Ever notice how, when things get rocky—politically, economically, or even just in your company’s leadership—gender bias seems to get worse? Microaggressions increasing? Fewer promotions? Getting talked over or ignored? There’s a reason for that.

Here’s the psychology behind it:

The Return of the Familiar

When people feel uncertain, they default to what feels safe and familiar. And in most male-dominated industries, "familiar" often means male voices leading the conversation.

I once worked with a client—an accomplished woman aerospace engineer—who said meetings often felt like stepping back into the 1950s. One day, a senior leader said, "Let’s hear what the guys think." She was sitting right there. It wasn’t a deliberate slight—it was the kind of unconscious habit that lingers when spaces have long been shaped by men’s voices.

It wasn’t malicious; it was just a reflex, and although it was said in jest, it stung.

The Performance vs. Potential Trap

Research shows that men are more likely to be promoted based on their potential, while women are promoted based on their proven performance. In uncertain times, leadership leans even harder into this pattern. For example, a study from the MIT Sloan School of Management analyzing data from a large North American retail chain found that women consistently received higher performance ratings than their male peers—yet they were rated 8.3% lower in potential, making them 14% less likely to be promoted each year (MIT Sloan).

If you’ve ever been told, “Let’s see how you handle this project before we consider you for that next-level role,” while your male colleague gets promoted on vibes alone—this is why.

The Double-Bind Dilemma

Ah yes, the classic: “Be confident, but not too confident. Speak up, but don’t be bossy. Lead, but stay likable.” 🙄

This is known as the double bind dilemma—a catch-22 where women in leadership are expected to be assertive and decisive yet judged harshly for displaying those very qualities. Show confidence, and you risk being labeled “abrasive.” Show empathy, and you’re seen as “too soft.” The result? A constant balancing act that leaves women feeling like they can’t win.

When bias rears its head, it’s like being handed a leadership tightrope and told to cross it in stilettos. The trick? Stop trying to walk the tightrope and start planting your feet firmly in your own leadership style.

Let me show you how:

5 Strategies to Navigate Gender Bias with Confidence

1. Speak with Data and Decisiveness

Bias loves to label women’s contributions as "opinions" while treating men’s ideas as "facts." The antidote? Lead with data.

• Start with the numbers:

• “Our pilot reduced costs by 15% last quarter. Here’s how we can expand that success company-wide.”

• Reclaim your voice when interrupted:

• “I’d like to finish my point, and then I’m happy to hear your thoughts.”

• Speak early: Join the conversation within the first 10 minutes. People subconsciously assign more authority to those who speak up early.

🔍 Ask yourself: Am I presenting my insights like a confident expert—or hedging with phrases like "I think" or "just wanted to add"?

👉 Related Reading: Unearthing Your Authentic Power: How to Overcome Limiting Beliefs and Lead with Confidence — Learn how to recognize and reframe the self-limiting beliefs that can undermine your confidence.

2. Flip the Script on Vague Feedback

Ever been told you need "more executive presence"? Or that you should be "more assertive"? That’s gender-coded language for "I’m not sure why, but you don’t match my mental picture of a leader."

Here’s how to respond:

• Ask for specifics: “Can you share an example of what you mean by executive presence in our team meetings?”

• Redirect to performance: “What outcomes would demonstrate the kind of presence you’re looking for?”

Why it works: It forces people to move from vague opinions to measurable performance—and helps you get the feedback you actually need to grow. (And if you want a game changing program that will ensure your executive presence, I just happen to have one!)

3. Build a Strategic Network—Before You Need It

Bias thrives in isolation. And in male-dominated industries, it’s easy to feel like the lone voice in the room. That’s why building a strong network is essential—not just for support, but for creating opportunities and helping each other advance.

• Spot Your Allies: Notice who listens when you speak up, builds on your ideas, and advocates for your work. Strengthen relationships with these people—they’re key to amplifying each 

• Network Strategically: Look beyond your immediate circle. Join cross-functional projects, connect with peers across teams and industries, and engage with professional groups where you can exchange insights and expand your influence.

• Give Before You Get: Share helpful resources, introduce colleagues to valuable connections, and publicly celebrate others’ wins. Strong networks are built on mutual support, and generosity often comes back full circle.

• Power Move: Build relationships with both mentors and sponsors. Mentors offer guidance, while sponsors use their influence to open doors. And as you advance, support others by sharing what you’ve learned and advocating for their growth.

Pro Tip: Networking isn’t just about personal gain—it’s about creating a community where everyone helps each other break through barriers and move forward together.

4. Shift from Helper to Leader

Women are often seen as "helpful" but not "strategic." Sound familiar? It’s partly because we’ve been socialized to volunteer for behind-the-scenes work—taking notes, organizing meetings, supporting others. All valuable tasks... that don’t demonstrate leadership potential.

Here’s how to shift the narrative:

• Volunteer strategically: Raise your hand for projects tied to company goals, not coffee runs.

• Say: "I’d like to lead the task force on process improvement to increase efficiency by Q4."_

• Reframe your language:

• Swap: "I just wanted to share an idea."

• For: "Here’s a strategy we need to consider."

🎯 Action step: Look at your last five meetings. How many times did you speak up? How often did you offer to ‘help’ versus lead?

5. Manage the Emotional Toll of Bias

Let’s be real: Navigating bias isn’t just about tactics—it’s also about staying sane. Because, yes, it’s exhausting.

Here are three ways to protect your mental energy:

• Name It: When bias hits, say to yourself: “I’m noticing I’m being interrupted a lot today.” Naming it helps you step out of the emotional fog and into observation mode.

• Ground Yourself: If you feel the heat rising (hello, flushed cheeks and racing heart), press your feet into the floor or grip the chair’s arms. It helps your nervous system chill.

• Find Your People: Join groups or communities where women get it—where you can laugh, vent, and strategize without judgment.

The Mindset Shift: Lead with Purpose, Not Perfection

Here’s the thing: Bias isn’t about you. It’s about an outdated system trying to protect itself.

So when you hear that inner voice whispering, "Maybe they’re right... Maybe I’m not cut out for this," I want you to pause. Take a breath. And remember this:

Your success isn’t an anomaly. It’s evidence of your capability.

The Future of Leadership Needs You

We can’t control elections. We can’t control global markets. And we definitely can’t control Dave from accounting who insists on explaining your own ideas to you.

But you can control how you show up in those moments.

You can choose to speak with clarity.
You can advocate for yourself and others.
You can lead with the kind of presence that demands respect—regardless of what’s happening outside your office window.

The glass ceiling? It’s cracking. And your voice is part of what will finally break it.

And if you’re ready to dive deeper into these dynamics...

Navigating Unconscious Bias: Free Expert Workshop

Master proven strategies to address microaggressions and navigate bias with confidence and poise.

📅 Date: March 27, 2025 @ 11:00am EST
🎙️ Expert: Elizabeth Bachman, Founder, Speakers Who Get Results

💡 Elizabeth is a powerhouse executive communications coach and gender bias strategist who’s helped thousands of women navigate these exact challenges. In this free session, she’ll equip you with practical tools to confidently handle bias—without losing your cool or your voice.

🔗 Reserve Your Spot Now — it’s free, and it might just change how you show up at work forever.