In male-dominated spaces like the automotive industry, many women often find themselves grappling with the stereotype of being “too emotional” or “hard to manage.” These perceptions are deeply rooted in outdated gender biases which unfairly pigeonhole women, and ignore their true emotional capacities and management skills. Tackling these biases are not just essential for individual growth but also vital for creating a supportive work environment.
The Double Standard in Emotional Expression
Let’s talk about a frustrating reality, the double standard surrounding emotional expression. When men show anger or aggression, it’s often seen as strength or passion. But when women do the same? They’re labelled as “irrational” or “overly emotional.” This unfair scrutiny can stifle authentic emotional expression, creating a challenging atmosphere for women striving to be heard, leading to repression of ideas or fear of contributing, and ultimately frustration at not being heard.
The Narrow Range of Acceptable Emotions
In many workplaces, especially those dominated by men, there’s a limited emotional palette deemed acceptable. Anger might get a free pass, while traits like empathy are seen as weaknesses. This narrow view can make women’s natural reactions seem out of place and lead to unnecessary criticism.
Stereotypes About Emotional Control
Another hurdle is the stereotype that women can’t control their emotions as well as men. This perception can distort evaluations of women’s behaviour and decision-making abilities, creating barriers to advancement in leadership roles.
Conforming to Masculine Norms
Then there’s the pressure to adopt masculine behaviours just to be taken seriously. This puts women in a no-win situation: if they express themselves naturally, they might face backlash, but if they conform, they risk losing authenticity.
Misunderstanding Emotional Intelligence
The ability to empathise and navigate emotions can be a huge asset, boosting team dynamics and decision-making. Yet, in male-dominated workplaces, these skills are often undervalued or misconstrued as weaknesses.
Building Resilience and Support
Addressing these biases is crucial for creating a more inclusive environment that benefits everyone. So, how can we nurture emotional resilience and foster equity in the workplace?
- Seek Mentorship: Connect with mentors who genuinely understand the challenges you’re facing. They should offer valuable guidance and support that resonates with where you are on your journey. A good mentor is someone who can communicate their experiences clearly and make them easy to relate to.One thing to keep in mind: ideally your mentor should be within five to ten years ahead of you on a similar career path. Someone who’s 20 or 30 years removed from where you’re at might have a wealth of knowledge, but may not fully grasp the modern context you’re navigating.
- Establish Connections: Build a network of supportive colleagues and friends, both inside and outside your organisation. This network can be a lifeline for emotional support and collaboration.
- Believe in Your Abilities: Confidence is essential! Trust in your skills, assert yourself in meetings, and don’t shy away from celebrating your achievements.
- Embrace Continuous Learning: Keep yourself engaged with professional development opportunities. Learning not only boosts your skills but also challenges those pesky stereotypes.
- Communicate Clearly: Articulate your position with clarity. Avoid talking just to fill silence; instead, invite others into the discussion to create an inclusive atmosphere.
- Handle Feedback with Grace: View feedback as a chance to grow. It’s all about using the critique to improve, even when it feels tough. You’re allowed to challenge other’s input, ask them “is this criticism or critique” or “how would you expect me to apply this feedback?”.
- Showcase Your Achievements: Don’t hesitate to share your successes. Regularly communicating your contributions reinforces your value in the workplace. Self-advocacy is key in allowing others to celebrate how far you’ve come, or how much you are truly contributing.
- Take Breaks: Short breaks can prevent emotional outbursts and help you maintain professionalism. Remember you can ask to delay feedback until a time when you are capable of processing it, if you’re feeling overwhelmed.
The Takeaway
Emotional intelligence and resilience are assets, not weaknesses, and recognising this can lead to more inclusive and successful workplaces.
Discover more of our tips for expressing authenticity and resilience.
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Bridget Bell is a seasoned motorsport media professional and a skilled mechanic, with over a decade of experience in On-Air Hosting, Event Hosting, Television Presenting and Commentating. Passionate about supporting women in both the industry and motorsport, Bridget volunteers as a mentor and actively champions female representation.
Disclaimer: While due research has been conducted, the views expressed in our articles are those of the author and may not necessarily reflect everyone’s views. If you notice an error, please email quoting the blog article title and an explanation of the error.