How to Fight Back Against Male Bias, According to a Woman in Construction

The first step, as with any problem, is recognizing that it exists in the first place. If you're being really, truly honest, you might be guilty of a few microaggressions (whether verbal or non-verbal) yourself. The solution is in recognizing and addressing why.

What are Microaggressions?

The term microaggressions was coined in 1970 by Chester Pierce, a Harvard professor who described them as, “subtle blows…delivered incessantly.” Microaggressions are typically associated with race, but they are also commonly directed at women, members of the LGBTQ community, and those with disabilities.

A common microaggression could be mistaking a female physician as a nurse (come on) or the failure to pronounce an uncommon name. Microaggressions also manifest as non-verbal actions, too. It’s the idea that a little girl is going to want to play with the baby doll; the little boy is going to want to play with the trucks. 

While these are instances that you might “brush off”, they can become offensive and downright dangerous when they're repeated, time and time again. Another challenging aspect of microaggressions? Some (maybe most) people don’t even recognize that they're doing it. 

Have you ever been labeled a “b*tch” while your male counterpart is praised for being a “well-spoken, confident leader?” That, too, is a microaggression. 

Microaggressions are a common element of gender bias in the workplace. We spoke with Kaethe Schuster, the sales director for national accounts at Dow DuPont—and a huge advocate for women shattering glass ceilings—to get her advice on handling microaggressions at work. 

Schuster is no stranger to microaggressions and gender bias, as she is a woman with a directorial role in a classically “male-dominated” industry. Here's her advice:

What are some common forms of gender bias in the workplace? Have you ever experienced any of these first-hand in your own career?

"In any industry, including the construction industry, you are likely to encounter some type of bias over the course of your career. Though this has markedly improved over time, there are still cases where customers, vendors, or peers may intentionally or unintentionally make you feel overlooked, unheard, or even objectified."

"Being a minority, a female, a young person, or even just a soft-spoken person may make you feel at a disadvantage with some personality types. Although my positive experiences far outweigh any negative, I did have to learn to recognize potential biases and course correct for them as quickly as possible."

What do microaggressions towards women look like/sound like at work? Can you give examples for those who might not be familiar with the term?

"Microaggressions are often difficult to immediately recognize and may be impossible to know whether or not they were intentional. Though sometimes overt, such as snubs or insults, microaggressions can also take many other forms, such as being left out of discussions or meetings or being “talked over” or repeatedly interrupted. Derogatory “pet” names are another example—some are truly meant to be a form of endearment, while others may be slights, but neither is appropriate in a professional environment."

"When I first started in the construction industry I’d often travel to meetings with male counterparts, and although I was the senior manager, customers would look to my male (often older) counterparts when the discussion turned to negotiation or decision making. I learned quickly that meetings were much more efficient if I immediately took command, introduced myself and my role, and remained engaged and assertive throughout the interaction."

Microaggressions in the workplace can seem insignificant to colleagues who are not involved, and often gender biases are quite subtle as well, even ingrained in the company culture—how can women confront the microaggression without seeming “dramatic”?

"In addition to introducing yourself and your role, being prepared, appearing professional, organized, and exuding confidence can all help to avert bias. While attending an industry event, I overheard an older man call a woman who was presenting “sweetie.” I noted her reply, and have it tucked away in my arsenal:

She looked at his name tag, then looked him directly in the eye, smiled and said: 'I’ll call you Paul, if you call me Lisa.'

He chuckled, nodded, and asked her a question about her presentation. Taking the lead to professionally and tactfully diffuse a potential situation is not just good etiquette, it can also be good business."

When you’re working to be heard or combat sexism at work, especially if it’s a drawn out or ongoing process, how do you prevent yourself from internalizing the harmful rhetoric/actions in the form of imposter syndrome, or negative effects on your physical and mental health?

"I love the phrase 'a goal without a plan is just a wish.' Everyone should document their goals and track their success against those goals. When in doubt—even of yourself—let the data be your guide. This will help familiarize you with your contributions and remind you of your worth. It’s impossible to completely remove emotion from the equation, but knowing the bottom line definitely helps."

"It is also invaluable to build and maintain strong professional and personal networks. Having allies in the workplace helps to create a safer environment where you can go for support. "

As a manager, what steps do you take to build an inclusive and diverse workplace? How do you keep it that way?

"Building and maintaining an inclusive workplace should be a default setting. As a manager, it is imperative to set the tone. Any deviation should be immediately addressed. I find that when the focus is on the goal, there is no time or place for bias."

What about when there isn’t an ideal supervisor to speak to about the problem (such as when the boss is the problem) / What should you do if your HR department is not helpful, or non-existent?

"If you are in a work environment where there isn’t some effective chain of command to escalate issues to, or if you have exhausted the channels that do exist, it may be time to rethink your career path. Consult with your mentors and support network—perhaps even legal counsel—but be sure that you know your worth, and know that your skills are transferable."

We talk a lot about the importance of female mentorship and being an ally to other women at work. How can women stand up for other women in the office who are battling gender bias or microaggressions?

"Mentorship, and specifically female mentorship, is so important—especially in male-dominated industries. Mentors can provide a sympathetic ear, a safe space, sound feedback, and assistance with career planning, development, introductions, and next steps. In the day-to-day work environment, it is imperative that we hold ourselves and each other to a standard of inclusion. Immediately addressing any potential bias or associated macroaggressions is key. Be tactful, sincere and firm, similar to the way Lisa addressed her issue with Paul that I outlined earlier."

Is there any other advice you would offer women who are experiencing gender bias?

"I have found that as I have gained experience, knowledge and even age, I have come across less and less bias in the workplace. Maybe some of that is due to the confidence that comes from experience, knowledge, and age, but I also like to think that I have learned to identify potential bias and to shut it down more quickly. The credibility I have built through experience and my network also play a role in negating any potential bias."

Tips on handling bias in the workplace: