How to Confront Internalized Misogyny for Your Career Growth

Ready for a brave conversation about internalized misogyny and the perception of female leadership?
If so, this Build Your Brave Career episode is for you: Confronting Internalized Misogyny: Bravely Embracing Women in Leadership.
I recorded this episode nearly two months ago and my concern about how internalized misogyny is impacting individual career growth and holistic system change has continued to grow.
Maybe you’ve also heard or seen (or perhaps even thought!) comments like these:
  • “I’d rather work for a man.”
  • “I just don’t trust women managers.”
  • “I avoid reporting to women.”
  • “My career won’t grow under a woman.”
  • “I don’t trust women in management.”
  • “Women managers sabotage / backstab.”
I know I have and they seem to be growing in number and intensity. Both are concerning, especially in a tough market with increasing competition, right when we need more collaboration and cooperation.
If you are currently facing (or holding!) any of these beliefs, I want to love on you with three challenges:
Challenge #1: Explore the stats 
Yes, statistics are fallible and imperfect. They are also helpful. Here are a few places to start; follow the link for even more details and information.
Challenge #2: Do your own math
Data helps confirm or correct perception. Take a beat to collect and analyze your own.
You’ll hear me describe a conversation in the podcast episode that you can ‘do’ for yourself. Here are the steps
  1. Write down all your direct reporting line managers throughout your career
  2. Group them by gender
  3. Define them as toxic, transformative, mediocre/okay
  4. Run the math
  5. Reflect
My own results are below
Please note that I haven’t had the pleasure of experiencing a non-binary manager to the best of my knowledge.
What are your results? Do your emotions reflect the math?
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Challenge #3: Look in the mirror.
If you are consistently experiencing “toxic” female management, it is time for you to explore how you are co-creating the toxicity. It is brave to reflect on your own decisions, mindset, and actions so that you can uncover how and why you are in negative situations.
Unraveling your own role in each situation puts you into a position of power and responsibility. It stops the blame game. It takes time, commitment, and bravery. This is your career and it is up to you to build it in your own way.
If this challenge speaks to you and your experience, please know that you are not alone. There are so many resources available to you. Check out any of my episodes. 
There are a wide range of excellent books and TED Talks about career relationship dynamics. Ask your mentors for their perspectives and advice. Get a coach.
The answer to internalized bias cannot be to avoid or talk shit about women in management. Choosing to do so holds you back and it holds all of us down.
Instead, step into your clarity, build your momentum, and then work on your accountability.
Comment below what helps you stay aware and inclusive in your own career.

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