Credibility gaps between genders in economics

Stop teaching women to be confident. We don’t need another pep talk. We don’t need more “you got this” speeches or workshops on how to feel stronger. Because let’s be real: women already are confident. They study. They deliver results. They lead teams. They launch businesses. They have the expertise. Confidence isn’t the problem. The real gap? 👉 Credibility — when a man speaks, authority is assumed. When a woman speaks, her credibility is questioned. 👉 Self-trust — not “can I do it?” but “do I trust myself enough to stop apologizing, overexplaining, or shrinking when I do it?” And yes, this is maddening to witness: we’ve all seen mediocrity celebrated as authority on one side of the table, while brilliance gets interrogated on the other. Double standards drive me crazy. So instead of pushing women to “fix themselves” with more confidence, the work is two-fold: ⚡ Fix the systems that undermine them. ⚡ Practice the subtle shifts that close the credibility gap. Here’s the simple micro-framework I share with clients when influence feels harder than it should: 1️⃣ Align — Anchor in what actually matters: your values, your expertise, your goals. And ask yourself the hardest question: am I sitting at the right table? Because if you’re at the wrong one, it’s like fighting windmills. No amount of “confidence” will make that worth it. 2️⃣ State — Share your perspective clearly. No hedging. No over-explaining. No apologizing for taking space. This is the one piece where practice is everything — the muscle you build each time you refuse to downplay yourself. 3️⃣ Evidence — Back it up with data, examples, proof. Unfair? Absolutely. Necessary? Yes. Because credibility isn’t handed to us the way it is to others. We build it, brick by brick. Here’s the secret: 👉 Just “being confident” without credibility, without alignment, without self-trust… is like shouting into the wind. 👉 Alignment + clarity + evidence? That’s what shifts the room. And no, you don’t have to wake up every day ready to “fix the system” by yourself. None of us do. But every aligned statement, every piece of evidence, every time you refuse to shrink — you’re not just protecting your seat. You’re reshaping the table. Now tell me: when was the last time you noticed credibility being assumed for someone else… and questioned for you? (And if this hit home: my DMs are open.)

New research indicates that people pay more attention to financial information when it comes from a man. The new analysis which was posted on the Social Science Research Network (SSRN) examined over 7 million comments on 200,000 articles posted on the financial analysis platform Seeking Alpha. “Although male and female contributors exhibit similar informativeness and skills, female-authored perspectives receive significantly lower engagement, lower trust, and higher disagreement from platform users,” the authors summarize their main findings. There were no gender differences in background, topics written about, or how good someone was at predicting the direction of a stock.

Why are women still taken less seriously, even when they’re saying the same thing as a man? In Japan, gender roles are deeply rooted, so this question hits especially hard. Mary Ann Sieghart’s book, "The Authority Gap," is extraordinary. I found myself saying OMG to myself, again and again. It’s one of the most insightful books I’ve read on gender and power. It explains how men are assumed to have authority, while women must earn it, repeatedly. Even highly competent women are interrupted more,  doubted more, and promoted less. It’s not because they lack confidence. It’s because the world is still framed To see leadership and credibility as male by default. And it’s not just men doing this. Women are also socialized into these norms and may unconsciously judge other women through a male lens. That’s what makes the authority gap so persistent: we’ve all internalized it. And that's why we need to talk about it openly. In Japan, these dynamics often show up quietly, but clearly. ▪️ In meetings, women are still asked to take notes, even when they outrank others. ▪️ Assertive women are called “too strong,” “emotional,” or “not feminine enough.” ▪️ Female experts are rarely featured in the media, even when equally or more qualified. ▪️ Women often adjust tone, wording, even appearance, just to be heard. ▪️ Even other women may second-guess them, without realizing it. This isn’t just about visibility. It’s about who gets heard. And who we’re conditioned to believe. The good news? We can close the gap. Sieghart argues we can do it within a generation—if we take action. That starts by questioning how we define authority. ✔️ Pause and really listen when a woman speaks. ✔️ Focus on the content, not style ✔️ Reflect on your instinctive reactions—who you trust, and why. ✔️ Redesign leadership norms so women don’t have to mimic men to be respected. In Japan, especially, this means creating space for diverse expressions of power. It means shifting from “changing how women act” to reframing what authority looks like. Have you seen this dynamic in your workplace? Would love to hear your reflections, especially in the context of Japan. ---------------------------------------------------------- I help brands evaluate, enter, grow, and succeed in Japan.  Follow Timothy Connor here for regular insights.