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Beyond buzzwords: Taking actions to create a misogyny-free workplace
Beyond buzzwords: Taking actions to create a misogyny-free workplace Premium
‘Women empowerment', ‘equality', ‘equity' and ‘feminism' are buzzwords which are hyped and have become the best personal branding weapons, especially in the digital era. We have progressed a lot but not enough for women to be able to work without the suffocating misogynist remarks that the men make at work. It may be something as subtle as “You women are very emotional,” or “I am sure you are rushing home because the kitchen is waiting for you,” or as insensitive as, “Your name is also in the committee, obviously, because the team needs diversity,” or “You look at the guest list and the reception duty; he will look at the financials of the event.” The list of remarks and comments is endless.
When a man works diligently, he is said to have a keen eye for details but if a woman does the same, she is tarnished as micro-managing. When a man takes a stance, he is lauded for his assertiveness, but when a woman does so, she is tagged as dominating. When men gather in groups in canteens and corridors, they are said to be engrossed in discussion, but when women huddle together, they are said to be indulged in ‘gossip.'
The confidence of women is systematically tested at every juncture, in meetings, in the cafeteria, on the dais, everywhere. Women are reminded that they are special and never treated at par with their male counterparts. Sometimes, women choose to ignore these remarks or remain silent to avoid confrontation. And that is precisely when the men assume that all women are okay with their assumed light remarks and sense of humour.
Misogyny is derived from the ancient Greek etymology of miso meaning ‘hatred' and gyne meaning ‘woman.' It indicates the hatred of men towards women. According to Manne (2017), Misogyny is “any structural machinery, practice, or form of treatment that systematically functions to implement patriarchal relations in the face of noncompliance”. It is displayed through the negative classification of women leaders as being too bossy, disrespectful, rude, and less appropriate for leadership roles (Mavin et al. 2017; Mwale & Dodo 2017).
Misogyny is demonstrated either by stereotyping, where male colleagues clearly state that certain kinds of roles are best suited for the women in the organisation; by maintaining double standards, where men are given more freedom than women in doing certain tasks; or by micro-aggressions, where men talk lightly about the appearance, weight, and height of women and belittle them. Very often, women experience casual misogyny, words or actions that seem harmless on the surface to the men, but these typically perpetuate detrimental gender stereotypes.
Silence cannot be a response to such misogyny. Confront when it happens for the first time. If you don't, the action or word will be considered acceptable to you. Call in and call out when men exclude you from important discussions and ostracise you.
Politely refuse special treatment because you cannot forget that you advocate women's equality and equity. Discuss this issue of explicit and implicit misogynistic behaviours at different forums as an inherent virus, which needs to be eradicated by doses of grit and determination. Take initiative when you want to, not when men force you to do so with flattery or false appreciation. You know what you bring to the table, so let your actions and words speak. Accept compliments with grace, and walk with your head held high with a firm step. Form allies and build networks and address this issue with a collective voice.
Remember that your assertiveness and action against this stigma will lay the foundation of a misogyny-free workplace for the women of the next generation.
(Prof. Deepa Sethi is Executive Chair, GLOBE (Global Linkages, Outreach, Branding, and Evaluation), IIMK)
(Sign up for THEdge, The Hindu's weekly education newsletter.)
Published - January 16, 2026 05:09 pm IST
discrimination / careers
Source: TheHindu
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