Q: How can we identify and prevent mansplaining?
A: Mansplaining is when a man explains something in a condescending or patronising way. Often the mansplainer assumes that the woman they’re speaking to lacks knowledge on the topic they’re speaking about.
While women can also engage in this behaviour, it’s more commonly seen in the context of men explaining to women, particularly in professional settings. In the workplace, mansplaining can erode morale, perpetuate gender biases, and impede productivity.
Read more: What do inclusive cultures really look like?
Here are three key takeaways for business leaders on identifying and preventing mansplaining in the workplace.
1.Recognise the signs
Mansplaining often starts with a subtle tone or gesture that may escalate to overtly patronising explanations. Signs include:
• Explaining a concept that a colleague is likely already familiar with.
• Cutting someone off mid-sentence to interject, especially when they are presenting or sharing ideas.
• Overriding or dismissing the ideas or contributions of certain team members.
To identify mansplaining in your workplace, consider anonymous feedback channels, employee surveys, or sense checks to gauge whether employees feel heard and respected in discussions. Additionally, observe meetings and interactions, paying close attention to any repetitive patterns in behaviour, especially during meetings.
2.Encourage self-awareness
Preventing mansplaining involves fostering a culture of self awareness. By encouraging open conversations and offering training on gender biases, leaders can help employees understand the impact of their actions. Ways to encourage self-awareness and empathy include:
• Training sessions on unconscious bias and its effects.
• Role-playing to experience conversations from another’s perspective.
• Exercises that encourage team members to think about what their colleagues might be feeling and thinking.
3.Set and enforce clear communication norms
It’s crucial to establish and enforce workplace communication norms that discourage condescending behaviour. To establish these norms:
• Outline what respectful communication looks like. Include specific examples and discuss how feedback should be delivered.
• Implement strategies such as round-robin discussions in meetings, to ensure that all voices are heard.
• Make it easy for employees to report instances of mansplaining or other disrespectful behaviour, and ensure that concerns are taken seriously.
Using these tools, business leaders can help create a workplace where every employee feels respected and valued. This proactive approach not only boosts morale but also improves collaboration, productivity, and innovation – key outcomes for any successful organisation.
Gemma Stow is a leadership and visibility coach
This article was published in the November/December 2024 edition of HR magazine.
Subscribe today to have our latest articles delivered to your desk.
