Overcoming Stereotypes and Prejudices

Your competence at work is judged in seconds. Even when you over-deliver, you can be underestimated. Every day, false assumptions about you are made: — Polite = Weak — Older = Not agile — A foreign accent = Less capable — Introverted =  Not a strong leader — Woman =  Softer voice, less authority It's not just unfair. It's exhausting. So the question is: How do you beat biases without changing who you are? Here’s what I recommend: 𝟭. 𝗖𝗼𝗻𝘁𝗿𝗼𝗹 𝘁𝗵𝗲 𝗻𝗮𝗿𝗿𝗮𝘁𝗶𝘃𝗲 → Speak about impact, not effort. → Articulate your value proposition. →“Here’s the problems I solve. Here's how. Here’s the result."  If no one knows what you bring to the table, they won’t invite you to it. 𝟮. 𝗩𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗶𝘀 𝗽𝗼𝘄𝗲𝗿 Silent excellence is wasted potential. → Speak up when it feels risky. → Build real not just strategic relationships. → Share insights where people are paying attention. You don’t need to be loud. You need to be seen. 𝟯. 𝗧𝘂𝗿𝗻 𝘆𝗼𝘂𝗿 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲𝘀 𝗶𝗻𝘁𝗼 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗶𝗮𝘁𝗼𝗿𝘀 The traits that trigger assumptions? Those are your edge. → Introverted? That’s deep listening. → Accent? That’s global perspective. Don’t flatten yourself to fit. Distinguish yourself to lead. 𝟰. 𝗢𝘄𝗻 𝘆𝗼𝘂𝗿 𝗽𝗿𝗲𝘀𝗲𝗻𝗰𝗲 → Say “I recommend” not "I think.” → Hold eye contact. Take up space. → Act like your presence belongs (even when others haven’t caught up.) Confidence isn’t volume. It’s grounding. Bias is everywhere. But perception can be changed. Don't let other people's false assumptions define you. Do you agree? ➕ Follow Deena Priest for strategic career insights. 📌Join my newsletter to build a career grounded in progress, peace and pay.

Have you ever caught yourself making a snap judgement about a colleague, only to wonder where that thought came from? Welcome to the world of unconscious bias... We all have biases - it's part of being human. But in the workplace, these hidden prejudices can wreak havoc. They can lead us to: → Stifle diverse ideas,  → Overlook talented individuals,  → & create unfair barriers to advancement. The cost? >> Reduced innovation,  >> Lower employee engagement,  >> And missed growth opportunities. So how do we tackle this invisible challenge? Here's a roadmap: ✅ Awareness is key. Start by questioning your initial reactions to people and ideas.  Are you dismissing that suggestion because it's truly flawed,  or because it came from an unexpected source? ✅ Educate yourself. Learn about common types of bias like: >> Affinity bias,  >> Confirmation bias,  >> And the halo effect. Understanding these patterns helps you spot them in action. ✅ Implement blind processes where possible. For example, remove names and identifying details from resumes during initial screenings. Actively seek diverse perspectives. Build teams that look different from you. Listen more than you speak, especially to voices unlike your own. Addressing unconscious bias isn't about shame or blame. It's about growth and creating a fair, dynamic workplace where everyone can truly shine.  It's an ongoing process, but the rewards - in creativity, productivity, and employee satisfaction - are well worth it. What unexpected biases have you discovered in yourself lately? How has your organization tackled this challenge? Let me know in the comments 👇🏼 #humanityintheworkplace #unconsciousbias

Unlearning Stereotypes: A Leadership Responsibility In one of my recent training sessions, we explored the subtle yet powerful impact of stereotypes in our personal and professional lives. What stood out was how deeply conditioned we are—so much so that we often accept stereotypes without ever questioning them. A video we discussed highlighted the phrase: 👉 “You lost to a girl.” A seemingly casual remark, yet it reflects a mindset that not only undermines capability but also keeps inequality alive across generations. Stereotypes are not always loud or obvious—they often sit quietly in the background, influencing decisions, interactions, and opportunities: 🤔“Men are natural leaders; women are natural nurturers.” 🤔“Introverts cannot excel in client-facing roles.” 🤔“Young employees are reckless; senior employees resist change.” The danger lies in allowing these unchecked assumptions to shape culture and leadership. To move forward, leaders and professionals must take intentional steps: 1. Self-Awareness – Notice when your thoughts or language reflect a stereotype. 2. Courage to Question – Address stereotypes when they surface in teams or conversations. 3. Inclusive Practices – Create environments that reward competence and authenticity, not labels. 4. Role Modelling – Show through your leadership that potential has no gender, age, or personality boundary. True growth—personal, professional, and organizational—comes when we stop looking through the lens of bias and start looking at people for their skills, values, and potential. As professionals and leaders, what stereotype do you think we urgently need to unlearn in today’s workplace? #InclusiveLeadership #BreakTheBias #MindsetMatters

I was minutes away from presenting the findings of a global study I’d lead-authored for one of the largest companies in the world… When a senior executive waved me over and said, “This milk is off.” I smiled politely and told him I’d let the receptionist know. His eyes widened, and he said, “Oh, I thought you WERE the receptionist.” 😠 Here’s the thing—over 50% of women have been mistaken for junior staff or janitors. For women of color, that number jumps to 58%. And it’s not just awkward, it’s corrosive! Being underestimated, spoken over, or misjudged chips away at your confidence and can even shape your career trajectory. In that moment, I had a choice: let the comment rattle me OR focus on what I came to do. I chose the latter and delivered my presentation.... But I didn't forget what happened. These moments are reminders of why we have to correct assumptions, stand our ground, and make our presence felt. Here's are some responses you can turn to in moments when someone underestimateS you: Ask Why "What made you think I was the receptionist?" Use Humor to Disarm "I’d love to help, but my milk-replacement skills are terrible—now, public speaking? That’s what I’m here for." Flip the Focus "Why is it usually the women here who get asked to do that kind of thing?" Get One-on-One Time Hanging out with someone who makes incorrect assumptions about you is probably the last thing you want to do, but spending a few minutes privately can sometimes reset how someone sees you. For example: "I wanted to flag something you said earlier. I’m here as [your role], and I want to make sure that’s clear going forward." Escalate if Needed If you continue to experience disrespect and microaggressions from a colleague, you might have to make your boss or HR aware of the situation so you can have documented evidence of how this person is treating you. You worked hard to be here. You belong in the room! And no snap judgment will change that. Image alt text: milk being poured into coffee

Being a woman of color in tech today means navigating barriers that most people don’t see, or acknowledge: ❌ Not being recognized or promoted despite exceptional performance. ❌ Lacking sponsors to advocate for your growth. ❌ Being overlooked for not being the loudest voice in the room. ❌ Battling imposter syndrome fueled by biases and societal pressures. ❌ Feeling judged for being an immigrant or having an accent. And if you are wondering if this is real - they are. Because I have experienced these challenges myself, and these are the same challenges people have shared with me - challenges they go through daily. Unfortunately, the recent wave of anti-DEI rhetoric doesn’t help and is a stark reminder of how fragile progress can feel. Here’s the hard truth: we can’t fix the system overnight. But we can take meaningful steps to advocate for ourselves, grow our careers, and create spaces where we can thrive. Here are four strategies that have helped me- and the women I’ve worked with - navigate these challenges: 1️⃣ Find supportive environments  Your work environment and the people around you shape your career more than you might realize. And it’s not worth your time to work for a company where you constantly feel undervalued. 💡 Tips you can use: During interviews, ask to meet potential teammates and leaders. Pay attention to how they communicate and whether they align with your values. Also, find companies whose leadership is composed of people from diverse backgrounds. 2️⃣ Overcome imposter syndrome Imposter syndrome thrives when we internalize the biases and pressures around us. But your voice and perspective matter - now more than ever. 💡 Tips you can use: Keep a “wins journal” to track accomplishments, feedback, and moments of impact. It’s a powerful tool when self-doubt creeps in. Reframe self-doubt: Remember, imposter syndrome often affects high-achievers - it’s a sign of growth, not failure. 3️⃣ Advocate for your work Visibility isn’t just about being seen - it’s about making sure your work has the impact it deserves. Advocacy starts with sharing your contributions and amplifying others. 💡 Tips you can use: Advocate to get high-impact projects. Do them well and share updates and socialize your work in meetings, Slack, or email - but focus on outcomes and the value it can add to others, not on bragging. Advocate for others. Praise your colleagues publicly and be the example you want to see. Finally, say yes to stretch projects, even if they intimidate you. The learning is worth it. Seek out workshops, coaches/mentors, peer groups, and circles to expand your skills. Surround yourself with supportive, smart, conscientious people. Practice stepping into discomfort one step at a time. The road ahead isn’t easy, but let's support each other. 👉 What is something that's worked best for you? #WomenInTech #ProductMarketing #CareerGrowth #DEI #Empowerment

I’ve got 5 ways you can elevate our organizations out of toxic, outdated gender stereotypes. For years, I navigated professional spaces where women in leadership were subtly, or not so subtly, told to stay in their place. Too often, women who take charge (especially in the workplace) are ridiculed and diminished. It’s a mentality that undercuts the capabilities of female leaders by framing assertiveness as something unnatural for women. Even though we’ve made progress, we continue to allow these stereotypes to dictate our organizations today. How many talented women hold back from leading, contributing, and shaping the future of their companies simply to avoid being labeled as "too bossy" or "too controlling"? These harmful narratives don’t just limit women—they limit the growth of the entire organization. Here’s how we can reshape these outdated narratives: 1. Recognize leadership, not gender, in assessing authority and decision-making abilities. 2. Challenge sexist language and eliminate phrases like "wearing the pants" that reinforce harmful stereotypes. 3. Empower women to lead authentically, ensuring their voices are heard and valued in executive decision-making. 4. Foster a culture of inclusion, where leadership is defined by capability and vision, not by traditional gender roles. 5. Actively support diverse leadership teams, creating environments where different perspectives fuel innovation and growth. Breaking free from these gendered stereotypes isn’t just a moral imperative—it’s a strategic advantage. Diverse leadership teams perform better, innovate more, and foster inclusive company cultures that attract and retain top talent.

Early in my career, I had a leader who praised my confidence and assertiveness -- but then expressed surprise that a woman could possess such qualities. That backhanded compliment highlighted the pervasive stereotypes women face in the workplace (and left me at a rare loss for words). Many harmful stereotypes against women still exist; often rooted in outdated beliefs, they perpetuate the notion that women are less assertive, more emotional, less qualified and less committed to their careers than men. These biases contribute to discrimination in hiring, promotions and compensation, hindering women’s advancement. However, numerous studies (Florida State, Leader's Circle) debunk theses myths and show that women excel at both task-based and relationship-based skills. For my recent "Leading Fearlessly" column, I spoke with local leaders and asked them to comment on leadership behaviors they’ve seen women excel at despite pervasive gender stereotypes. Here is what Rachel Woodhouse, executive director, Young Women’s Resource Center, shared: "I’ve worked with several excellent women leaders who were regarded as such in part because they blended personal and direct leadership styles. This earned them respect from their teams and trust from their peers. In my countless hours with these women, I observed them deploy skills that apparently weren’t typically expected from female leaders. These included direct communication unbuffered by emotive language or “stereotypical” female qualifiers ('This may be dumb, but …'); hard-fought expertise in their respective fields; calm and practiced readiness for confronting hard tasks, like giving critical performance feedback; bargaining for more favorable contract terms with vendors; and — possibly the hardest for professional women — saying 'no.' Alone, these skills may have been interpreted as snide or aggressive, but in sum are undeniable talent. These women still serve as examples to emerging leaders who see their unapologetic aptitude and willingness to do hard things as guideposts to success." You can read the entire Des Moines Business Record column here:https://bit.ly/3OW7QK2. Stay tuned for more advice from Rachel Woodhouse and Rocio Hermosillo and check out what Nafissa Cisse Egbuonye, Ph.D.,MPH shared in yesterday's post. #CEO #womenleaders #culture #challengebias #womeninbusiness #debunkstereotypes

Being a Latina woman in a society dominated by men has been a consistent theme in my life. Follow my career journey, and you'll witness an ongoing struggle against stereotypes—not due to my abilities, but because I'm a Latina woman navigating a mostly male engineering field. 💪🏿 When presenting valid points, I've faced skepticism, as if my thoughts were less valid because of my race and gender. ⛔ It's not about my skills; it's about not fitting the expected mold. Sadly, many others have experienced the same situation. This is why I'm passionate about what I do today changing the narrative and starting by helping leaders and organizations broaden their perspectives ❤️ and untangle their thoughts 🧠 with genuine sincerity. If you've been viewing life through a colorblind or genderblind lens, it's time to explore further, understand diverse experiences, and invest your time in learning about your #unconsciousbias and #stereotypes. Moreover, through your personal growth, you'll contribute to a more peaceful and fair society, beginning with the impact you generate in your family and extending the #opportunities you create for others. Let's not merely acknowledge diversity in policies, e-learning courses, or hangings on office walls, but integrate it into our daily lives. 😉 #inclusiveleadership #diversityandinclusion #womenempowerment #changingthenarrative #getcomfortablebeinguncomfortable

Paper cuts? 🩸Ouch You have heard me talk about paper cuts of microaggression before, the little little comments or actions that cuts just enough and never really heal before the next cut. Some of you asked, Koon, how can we be better leaders at minimising the papercuts? Lets start with the papercuts from stereotypes, so damaging in limiting a person's potential to be their best self. Here are some 5 steps 💠 research, research. It’s at your fingertips literally to know the stereotypes. 💠 when you hear a comment, ask yourself if it is just a generalization or stereotype. 💠 If so, ASK the person who said it to explain their point of view 👉What do you mean when you say ....? This is a good technique ⚠️to bring awareness with kindness. 💠 If they are not aware that they are using stereotypes, then explain politely that their comment is a stereotype, why it is wrong and the impact it has on others. 💠 Importantly exercise judgement if the above should be done publicly or privately. It’s not about shaming but constructively move forward. Conversation on stereotypes can be a difficult. Defensiveness is expected. And if you believe leadership is about empowering the people you lead to be their best self then know that every time you heal the papercuts of stereotypes with care and compassion, you cast a wider leadership shadow for many more to thrive. Because ❌One in seven people living in Australia are against the concept of multiculturalism ❌Three in ten people do not believe that immigrants make Australia stronger ❌one in three believe there are some cultural groups that do not belong in Australia Koon Executive Coach #careerhackwithkoon ***** DM me 👉1:1 coaching 👉Own Your Voice with #SoundWave Training Program 👉Keynote speaker/panelist Source: Scanlon Institute, Monash Uni, Western Sydney Uni, All Together Now Photo credit: The Australian with the call for action from CEO of Asialink Martine Letts.