Examples of outdated gender role perceptions

One of these people owns a business. Can you guess which one? Hint: it’s not the man. When Mike and I walk into a room together, people often assume he’s the boss and I work for him. They shake his hand first. They ask him what he does before me. Sometimes I stand there like a third wheel. (Which is exactly what happened when this photo was taken plus a whole heap of other times.) I’m not easily offended but let’s call it what it is. A stereotype that’s still alive and well - even in 2025. You might be tired of hearing about gender pay gaps. About the lack of women in senior roles. Maybe you’re thinking, “We employ women in senior positions so this doesn’t apply to us.” Oh but it does. Because the bias isn’t always obvious. It’s in the tiny, unconscious assumptions we make without even realising. Or even the bigger ones. NOWIE - The Network of Women in Events CIC recently released their gender equality report. Over 600 women in the live events industry responded. Here’s what they found: 👉 3 in 4 women have experienced or witnessed gender-based discrimination at work 👉 Only 8% were in director-level roles 👉 57% said their income doesn’t reflect their contribution Work/life balance (25%) and gender bias (24%) were cited as the top challenges for women in events. The numbers don’t lie. So ask yourself: Have you ever met a team and - despite knowing better - assumed the men runs the business, and the women work for them? The idea that men are in charge and women are there to assist? It needs to go. It’s outdated. It’s lazy. And yet here we are. Next time you meet a company’s team, don’t assume the woman is there to take notes. She might just be the one who built the whole damn thing.

I was once told from a male VP of Sales to my face, "wow, you're really great in sales...for a woman." That moment has stuck with me for years and I share it because it's important to understand what women face on a daily basis. Other comments that have been said to me: "You travel for work? What do you do with your kids? Don't they miss you?" "You have kids and you're an executive in sales? Isn't that hard?" "Your husband has a big job? Why do you work?" I could go on and on....sadly. It’s disheartening to reflect on how such comments perpetuate stereotypes and limit opportunities for women in the workplace. As we celebrate #InternationalWomensDay this year, I encourage all of us to do better. It’s essential to recognize the talent and capabilities of individuals, regardless of gender, and to create an environment where everyone can thrive based on their merit. #IWD25

"Is it Mrs. Liu"? the receptionist asked friendly. "No, It's Ms. Liu". I responded without paying much attention. "Oh, sorry, I saw your ring and thought you were married" she apologized "I am married, I didn't take my husband's last name, because...." Without being conscious, I started to justify why I didn't take my husband's last name to a stranger. 😆😆😆 𝗜𝘀𝗻'𝘁 𝗶𝘁 𝗮𝗯𝘀𝘂𝗿𝗱 𝘁𝗵𝗮𝘁 𝗲𝘃𝗲𝗻 𝗶𝗻 𝟮𝟬𝟮𝟰, 𝘄𝗼𝗺𝗲𝗻 𝗴𝗲𝘁 𝗮𝗱𝗱𝗿𝗲𝘀𝘀𝗲𝗱 𝗯𝘆 𝗠𝗶𝘀𝘀, 𝗠𝗿𝘀, 𝗼𝗿 𝗠𝘀. 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝘄𝗲 𝘀𝘁𝗶𝗹𝗹 𝗰𝗼𝗿𝗿𝗲𝗹𝗮𝘁𝗲 𝗵𝗲𝗿 𝘀𝗼𝗰𝗶𝗮𝗹 𝘀𝘁𝗮𝘁𝘂𝘀 𝘄𝗶𝘁𝗵 𝗵𝗲𝗿 𝗿𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽 𝘄𝗶𝘁𝗵 𝗮 𝗺𝗮𝗻, 𝘄𝗵𝗲𝗿𝗲𝗮𝘀 𝗺𝗲𝗻 𝗮𝗿𝗲 𝗮𝗱𝗱𝗿𝗲𝘀𝘀𝗲𝗱 𝗮𝘀 "𝗠𝗿.", 𝘄𝗵𝗲𝘁𝗵𝗲𝗿 𝗵𝗲 𝗶𝘀 𝗺𝗮𝗿𝗿𝗶𝗲𝗱, 𝘀𝗶𝗻𝗴𝗹𝗲 𝗼𝗿 𝘄𝗶𝗱𝗼𝘄𝗲𝗱 𝗵𝗮𝘀 𝘇𝗲𝗿𝗼 𝗮𝗳𝗳𝗲𝗰𝘁 𝘁𝗵𝗲𝗶𝗿 𝘀𝗼𝗰𝗶𝗮𝗹 𝘀𝘁𝗮𝘁𝘂𝘀? The belief that a woman’s identity has changed when she gets married is a regressive and outdated belief, and unfortunately, one that not a lot of people give a second thought to. It is time we stop seeing women as prospective brides and dutiful wives and start seeing them as individuals capable of their own choices. #changethegame #maritalstatus #identity  

I was speaking to a woman last week who shared how her husband is facing a difficult situation at work. Every time he tries to take a sick day to care for their children or help out when his wife is sick, his manager gives him a hard time. The manager even asked, “Can’t your wife take a sick day instead of you?” It’s an incredibly frustrating situation because, in their family, the husband actually has a more flexible job, and his wife does not. This scenario reflects the broader issue of gender norms and expectations, not just in our homes, but also in the workplace. The assumption that women are the default parents needs to stop. It’s crucial that we recognize family life as equally important for dads as it is for moms. So often, women experience the motherhood penalty because of these outdated expectations—expectations that say if a child is sick or the family needs someone to step up, it will be mom. But many dads want to participate too, and workplaces need to start accommodating this equally. It’s time to move beyond these assumptions and create workplaces where both parents can take care of their families without fear of judgment or career repercussions. #WorkplaceEquality #GenderNorms #workingparents

“You’re successful because you think like a man.” I’ve heard this one before. The assumption? That success, being bold, or having a sharp mind are somehow male traits. That if a woman is ambitious, direct, or builds something from the ground up, she must be borrowing from the “man’s playbook.” But let’s break that down. Leadership doesn’t fit with gender. It’s about vision, execution, and resilience. Yet studies show that when women lead with confidence, they’re seen as “intimidating” rather than competent. When they negotiate, they’re “aggressive.” When they make tough calls, they’re “cold.” Meanwhile, those same traits are praised in men. The real problem? Success has long been defined by male-dominated industries, so when women succeed, some people assume they’ve just “adopted” masculinity, rather than built success on their own terms. Instead of asking if a woman “thinks like a man,” ask why success was ever gendered in the first place. Because if you’re still measuring leadership by outdated stereotypes, you’re already behind.

In my 15 years of experience, I've seen how outdated beliefs about women in leadership still hold us back. But the truth? Women are leading and thriving in ways that challenge these myths every day. Let’s set the record straight: ❌ Myth 1: Women are too emotional to lead. ✅ Reality: Emotional intelligence is a key leadership skill. It helps build stronger teams and smarter decisions. ❌ Myth 2: Women lack authority. ✅ Reality: Leadership is about influence, vision, and results—not being the loudest voice. Women lead this way every day. ❌ Myth 3: Women can’t handle tough decisions. ✅ Reality: Women make tough decisions every day. Strength is about capability, not gender. ❌ Myth 4: Women can’t balance leadership and family. ✅ Reality: Leadership and balance are tough for everyone. The real issue? Creating flexible workspace for all. ❌ Myth 5: There aren’t enough qualified women for leadership roles. ✅ Reality: The talent is there. What’s missing is opportunity. It’s time to stop questioning women’s leadership abilities. The real question is: When will these outdated beliefs catch up to reality? -------------------------------------------------------------------------- Join my exclusive community on WhatsApp—check in bio. #Leadership #Coaching #LeadershipDevelopment #SelfAwareness #Empowerment #WomenDay

This disturbing sentiment has popped up enough I'm sure I'm not the only one who has seen it but hear goes: Women are catty and thus, it is assumed that female leaders are terrible to other women. I have heard and seen this sentiment shared from media that we're exposed to as children (think Mean Girls to Cinderella aka most Disney movies made pre-2018) to comments I see posted on Reddit and TikTok whenever I try to talk about how women are great leaders. It is disheartening to see how much this sentiment is broadly embraced, held as an undeniable truth, and openly spread. My personal experience has been completely contrary to this type of female-hating sentiment. Some of the most successful, thoughtful, and gamechanging leaders in my life are women. Starting with the woman who employed my mother when she didn't speak a lick of English to be the nanny to her kids. This particular female leader eventually became the CEO of a Fortune 500 and after a terrible fiasco of her employer going public, her position wrestled from her to a terrible sleazy businessman, their entire team begged her to come back and take the firm private again. She did so to perfection with the result that the company is once again private. Even though she's since retired, the firm celebrates and honors her impact and legacy to this day with many leaders now directly benefiting from her mentorship and development. She changed thousands of peoples lives in her career. Another example? My mother and aunt - two female leaders that have created multiple businesses that have provided employment opportunities to hundreds of people over the years. They're still hustling to this day. Even at my old recruitment firm, it was the senior WOMEN who tried to help me, question me when I was being told by male leaders what to do. I didn't heed one senior female leader in particular and paid dearly for dismissing her concerns when she saw me make a terrible career decision. She was the ONLY person who dared speak up to warn me about the trouble ahead which I didn't heed at the time. I will forever think of her fondly for her efforts regardless. Here's why I'm sharing this: In light of this historical moment where another woman has a crack at the highest office in this land, I worry that these ignorant and sexist stereotypes about women are still hurting us. Therefore, these sentiments hurt all the people who could benefit from the impact great female leaders create. I really hope our society and media continue to recognize biases of how women in power are viewed and portrayed because they do not reflect reality. There are hundreds of stats to back up how great female leaders actually are. Instead of demonizing them, celebrate and remember all the amazing female leaders we have in our midst. That being said - don't forget to register to vote, my friends! #women #election #2024 #femaleleaders #women #womeninbusiness #femaleleaders #leanin #leadership #unconsciousbias

“Don't you think you're being a little too aggressive for a lady?” “Wow, you're pretty bossy for someone in your position.” “Shouldn't you be less emotional about these decisions?” This post is tough for me. It’s sparked by an inspiring leader I had the privilege of working with and her story about the moment that pushed her to become a better leader 20 years ago. It's about why she had to learn that lesson the hard way. Imagine being in her shoes, 20 years ago. You're new to leading and get slammed with a shocking question - "Are you planning to always act as such a b***h?". You're young, ambitious, soaking up every bit of advice. You mirror the managers around you, those you look up to—85% of them men, doing the exact same things. And someone hits you with “bossy” or worse. You look around. What are you doing differently? Nothing. That’s the double standard. The cycle. And it’s screaming for a change. Reminds me of Taylor Swift calling out the BS: men act, it’s strategic; women do the same, it’s calculated. Men can react. Women can only over-react. Diving into Quora, Reddit, Inc.—women in leadership still face these outdated labels. Adam Grant nailed it: What’s fine for men should be fine for women. Seeing these outdated labels persist makes it clear: maybe instead of ‘leaning in,’ it’s time to lean out. Create spaces where we define success because we've got the power to do so. Ready to break this cycle? I am.

In my recent interview with Signe Ögren Kull, the CEO of Maria Nila Stockholm, we discussed her company's US expansion strategy. We also delved into the issue of gender bias in the workplace. Despite the progress we've made in the fight for equality, it's clear that there's still work to be done. As someone who has held senior leadership roles for years, I've personally experienced the negative effects of gender stereotypes. I've been told that I need to be "soft" to be an effective leader, and I can't help but wonder if a male colleague would receive the same feedback. What Ögren Kull said below will resonate with many of the female readers.  These outdated attitudes should be challenged, and equal treatment for our skills and achievements should be recognized, regardless of gender. By working together to build a more inclusive and equitable workplace, we can create a better future for all employees. Let's focus on what we can accomplish together rather than being held back by gender biases. Ögren Kull said, "I think women are more easily judged and, therefore, have less room to make mistakes or act outside the norm. I have noticed that women face more scrutiny than men when it comes to their conduct, and we often tend to strive for perfection, which can lead to burnout. However, I have realized that having fun and not taking life too seriously is equally crucial. I have noticed that women face more challenges than men, and we often tend to strive for perfection, which can lead to burnout. Men typically exhibit more confidence in their speech, even when unsure, which may be due to cultural and societal factors. Conversely, women tend to ensure that what they say can be proven. However, women are not taking enough risks, ultimately affecting us. It frustrates me that people expect women leaders to be soft and empathetic just because they are females. While I have empathy, it is not always necessary to be a comforting blanket, as nobody expects men to act that way. There have been instances where I have walked into a room with my male colleagues, and people spoke to them without realizing that I was the decision-maker. It is frustrating to see how people perceive females." #womensupportingwomen #inclusionmatters #beautyindustry https://lnkd.in/e3Bpjewh