Despite decades of progress, workplace sexism continues to shape how women are treated — especially in leadership. While many companies claim to support equality, everyday actions often tell a different story.

The problem isn’t always loud. It’s often quiet. Systemic. Dismissive. And it shows up in ways people excuse or overlook.

Two Clear Cases of Gender Bias at Work

Let’s talk about two real-world examples that reveal the problem clearly:

1. IT Support: Vendors Showed More Respect to a Man with Less Authority

When a highly capable woman led our IT coordination, she submitted clear requests, followed up regularly, and laid out what our team needed. Still, the IT company routinely delayed responses, ignored urgent issues, and showed little initiative.

Then, a male colleague stepped into the role — with less authority and fewer responsibilities — and everything changed. The vendor suddenly returned calls, scheduled proactive meetings, and suggested new tools we hadn’t even asked for.

Same team. Same issues. But when a man made the request, they jumped into action.

2. Maintenance Requests: Response Times Changed Based on Gender

We saw a similar pattern with building maintenance. When a female team member submitted a repair request, the problem often sat for days — sometimes weeks. But when a male employee made the exact same request, a technician showed up within hours.

Nothing changed except who made the call. That’s not a coincidence. It’s gender bias — plain and simple.

What Modern Workplace Sexism Looks Like

Workplace sexism isn’t always about blatant discrimination. Often, it hides in patterns like these:

Vendors ignore emails and calls from women leaders
Teams delay action until a man steps in
People assume men are more technical or decisive
Colleagues offer respect based on gender, not qualifications

These actions reflect unconscious bias — the kind that many people don’t even notice, but still reinforces inequality.

Many women know this experience all too well: you have to prove yourself before you’re taken seriously. If you’ve been in that position, check out our post on 3 Tips to Rocking First Impressions. It can help you lead with confidence, even when the system feels stacked against you.

These Patterns Hurt Business — Not Just People

Workplace inequality doesn’t just damage morale — it hurts results. When teams ignore women’s leadership or delay decisions based on gender, they waste time, lose trust, and block progress.

Here’s what sexism really does inside a company:

It undermines capable leaders
It creates extra work just to be heard
It tells vendors and teams that disrespect is acceptable
It slows down innovation and collaboration

Stop Making Excuses for Inequality

Too often, people explain this behavior away with lines like:

“Maybe she was too aggressive.”
“They just respond better to guys.”

Let’s call that what it is: a failure to hold others accountable.

Instead, let’s:

Speak up when women get dismissed or ignored
Set clear expectations with vendors and teams
Make respect and responsiveness a non-negotiable standard — no matter who’s leading the conversation

Let’s Build a Workplace That Works for Everyone

Workplace sexism isn’t always loud — but it’s always harmful. Whether it shows up in ignored emails, delayed responses, or subtle dismissals, it chips away at trust and performance.

We can’t fix what we refuse to name. It’s time to get honest about what’s happening and demand better — from our teams, our partners, and ourselves.

🔄 Related Reads:

Truth About Being a Female Business Owner • Breaking the CEO Mold • Confidence vs. Arrogance
Keep exploring how to lead boldly, challenge bias, and stay rooted in your power.