How to Navigate Workplace Double Standards Like a Pro
Ever found yourself in a situation where you feel like you're playing by a different set of rules than your colleagues? You're not alone. Double standards are all too common, particularly in the workplace. Whether it's expectations around behavior, performance evaluations, or opportunities for advancement, navigating these double standards can be a real pain to deal with. But fear not! In this blog post, we're going to dive into how you can tackle these double standards head-on and come out on top.
What Are Double Standards?
Okay, let's break it down. Double standards refer to allowing more freedom of behavior to one group than to another.¹ In the workplace, this often manifests as unequal treatment based on factors such as gender, race, age, or other characteristics. For example, women may be judged more harshly for assertive behavior that is celebrated in men, or younger employees may be overlooked for leadership opportunities compared to their older colleagues.
Example 1: Sarah's in a meeting, and she shares a brilliant idea. But instead of getting a pat on the back, she gets a side-eye from her boss. Meanwhile, her male colleague pipes up with the same idea, and suddenly it's the best thing since sliced bread.
Example 2: Imagine Emily, a female engineer, who consistently receives feedback that she needs to be more assertive in meetings. However, when she does speak up confidently, she's labeled as aggressive or pushy, while her male counterparts are praised for their leadership qualities when they exhibit the same behavior.
Example 3: Consider Jessica, a marketing manager, who notices that her male colleagues are regularly given high-profile projects and opportunities. Despite her proven track record of success and qualifications, she finds herself overlooked for similar opportunities, with vague explanations that she "doesn't have the right experience" or "isn't ready yet." Meanwhile, less experienced male colleagues are fast-tracked into leadership roles.
Identifying Double Standards
The first step in effectively dealing with double standards is recognizing when they happen. Keep an eye out for patterns in how people are treated and don't be afraid to question things.
Example: Michelle, a sales associate, notices that her male colleagues receive more favorable treatment from clients during negotiations. Despite having the same product knowledge and sales skills, clients often question Michelle's expertise and authority, while readily accepting the recommendations and suggestions made by her male counterparts. This double standard leaves Michelle feeling disheartened and overlooked, as her contributions are overshadowed by gender bias in client interactions.
Strategies for Responding
Educate Others: Sometimes, people may not be aware of the double standards they perpetuate. Take the opportunity to educate colleagues and supervisors about the impact of their behavior. Share your experiences, back them up with facts, and get the conversation going.
What if it’s the client who is perpetuating double standards? If you’re all alone when dealing with them, then bring it up with your supervisor and plan a path forward on how to improve the interactions. If other colleagues are around for these client interactions, then pull them aside and bring up the client’s behavior. Ask them to jump in and back up your expertise and contributions in a way that lifts you up while staying respectful towards the client.
Assert Yourself: Don't be afraid to assert yourself and advocate for fair treatment. This may involve setting boundaries, speaking up in meetings, or challenging unfair policies or practices. Stay professional and focus on the facts when addressing double standards, but remember, you've got every right to be heard and respected.
Build Allies: Strength in numbers, right? Band together with your coworkers who are facing the same struggles. Together, you can support each other, share strategies, and advocate for change.
Example: Maria and Lisa decide they've had enough of being talked over in meetings. So, they team up, have each other's backs, and make sure their voices are heard loud and clear.
Document Your Experiences: Keep track of everything. Jot down the details – who, what, when, where – it'll come in handy if you decide to escalate the issue through formal channels such as HR or management.
Lead by Example: Be the change you want to see. Show others what fair and inclusive treatment looks like, and don't be afraid to call out double standards when you see them. By demonstrating inclusive behavior and challenging double standards when you see them, you can help create a more positive and supportive work environment for everyone.
Double Standards, Be Gone
It's important to recognize that addressing double standards isn't just about advocating for ourselves; it's about fostering a culture of equity and inclusion for all. When we challenge these biases and advocate for fair treatment, we're not just leveling the playing field for ourselves – we're paving the way for future generations of workers to thrive without the weight of unfair expectations. Yes, the road ahead may be rocky, and progress may be slow at times. But with each conversation sparked, each boundary set, and each ally gained, we inch closer to a future where double standards are nothing but a distant memory.
Ready to tackle those double standards head-on and carve out your path to success in the workplace?
As a Gender Bias Coach, I specialize in helping hard-working women like you break through barriers, shatter stereotypes, and redefine success on your own terms. Schedule a free consultation today to learn more about how my coaching services can help you unlock your full potential and achieve your goals in the corporate world. Your journey to success starts here!
