Role incredulity. What does it mean? In short, it is a form of quiet, lethal gender bias.
This term, role incredulity, was new to me until last week when a fascinating, eye-opening Harvard Business Review article, When People Assume You’re Not In Charge Because You’re A Woman, was forwarded to me as an item of interest. It sure was.
What does it mean? In short, it is a form of quiet, lethal gender bias. One where it is assumed you, as a woman, are “at the table” in a traditionally feminine support role, like HR, rather than as a leader in a role viewed as typically male like CEO or CFO.
This resonated with me, and reverberated through my body like a shockwave. This two-word term summed up so much of my personal executive experience. It explained why certain meetings were utterly exhausting as I was forced to explain that I was, indeed, in the meeting as a decision-maker, or an initiative sponsor. Rather than be allowed to stand firm in my own merits and accomplishments, I was aware of the need to prove my credibility.
In talking with other female executives after reading this article my experience was repeated back to me in various forms. By the mom of three who experienced the persistent assumptions that she was going to quit her job after her second pregnancy to stay home with the kids – even though she is the primary breadwinner in her household. Or the female CEO who also happens to be a former Miss America runner-up who experiences shock and awe when people discover she owns and runs a successful financial planning firm.
Or, most dishearteningly, the fact that 90% of my female executive clients are trying to clone themselves to manage their kids’ summer schedules while still managing their full-time executive responsibilities.
Guess how many of my male clients are concerned about this scheduling nightmare.
None.
While my Generation X brand of female executive is still grappling with the toxic notion that we should strive to “do it all” because we’ve been given the privilege by the Baby Boomer glass ceiling breakers, I push back.
Was that ceiling really broken? I think not. Because we are still seen as subordinates regardless of our actual role or title. We are faced with constant, quietly pervasive role incredulity.
What can the collective “we” do about this? First, be aware and own it. Support your female colleagues. Set the tone and be the model. Ensure introductions are accurate, overt and roles are abundantly clear. Don’t be shy about politely correcting someone immediately.
Small, subtle changes make all the difference when it comes to shifting long-held beliefs and norms.
