This week, I enjoyed a fantastic webinar hosted by the LSE Inclusion Initiative. The discussion centred around Mary Ann Sieghart’s book, “The Authority Gap,” with Dr. Grace Lordan, the author of “Think Big,” facilitating the conversation. The webinar explored the pervasive, yet often unseen, gender biases that persist in our workplaces and everyday lives, shedding light on the significant gap between men and women in positions of authority.

As a coach, I found this dialogue both thought provoking and transformative. I’ve often shied away from engaging in discussions about gender bias, fearing it might alienate the brilliant men in my professional and personal life. My experiences have largely been positive, with kindness and respect from male colleagues and friends. However, this webinar reframed my understanding. It emphasised that addressing gender bias isn’t about shaming or blaming men; it’s about recognising and calling out biases whenever they arise, from anyone, including ourselves!

The Unseen Bias: Recognising and Addressing It

One of the key takeaways from the webinar was the concept that biases are often invisible, yet they significantly impact women’s professional experiences. Mary Ann Sieghart and Dr. Grace Lordan highlighted that biases aren’t exclusive to men—women can also perpetuate them. This revelation was particularly striking, as it underscores the importance of self-awareness and collective responsibility in tackling gender bias.

Reflecting on this, I considered occasions where I might have unconsciously harboured biases. Acknowledging this is the first step toward meaningful change. We must be vigilant in examining our behaviours and attitudes, ensuring they align with the principles of equality and respect.

Creating an Inclusive Workplace: Practical Steps for Coaches

For my fellow coaches, fostering an inclusive workplace is not just a moral imperative but also a pathway to enhanced team performance and satisfaction. Here are some actionable steps to create a more inclusive environment:

1. Educate Yourself and Your Team

• Continuous learning is crucial. Engage with literature, webinars, and training programs on gender bias and inclusion. I look forward to some further reading and the “The Authority Gap” is next on my reading list.
• Encourage open discussions about bias within your team. Create a safe space for team members to share their experiences and perspectives.

2. Promote Self-Awareness

• Foster an environment where team members can reflect on their biases. Self-awareness exercises and implicit bias tests can be valuable tools.Consider using the Implicit Association Test (IAT) developed by Harvard University. This test helps individuals uncover their unconscious biases by measuring the strength of associations between concepts and evaluations or stereotypes.  I managed to complete this in around 10 minutes.
• Lead by example. Share your own journey of recognising and addressing biases, demonstrating that it’s a shared effort.

4. Mentorship and Support Networks

• Encourage mentorship programs that support women’s professional growth. Mentorship can help bridge the authority gap by providing women with the guidance and opportunities they need to advance. In 2023, I completed the Advance HE Aurora Leadership programme where I received fantastic mentorship and the opportunity to network with woman in HE.

5. Celebrate Diversity

• Recognise and celebrate the achievements of women in your team. Highlight their contributions and ensure they receive the same recognition as their male counterparts.
• Diverse perspectives enhance creativity and problem-solving. Embrace and value the different viewpoints within your team.

Moving Forward: A Collective Responsibility

The journey toward an inclusive workplace is ongoing and requires collective effort. It’s about creating an environment where everyone, regardless of gender, feels valued and empowered to contribute their best. By addressing our biases and actively working to eliminate them, we pave the way for a more equitable and productive workplace.

Engaging in dialogues about gender bias, like the one facilitated by Mary Ann Sieghart and Dr. Grace Lordan, is crucial. These conversations open our eyes to the subtle yet impactful biases that exist and inspire us to take actionable steps toward change. Let’s commit to being part of the solution, fostering inclusivity, and bridging the authority gap together.

Link to the webinar: Authority Gap | LSE Online Event (youtube.com)

Link to the Harvard IAT test: Take a Test (harvard.edu)

Information about Aurora Advance HE Leadership: Aurora | Advance HE (advance-he.ac.uk)

LSE Inclusion Initiative: https://www.lse.ac.uk/tii