Crushing Constraints as a Marginalized Group — Part II

Photo by LinkedIn Sales Navigator on Unsplash

“A job is often regarded as an economic transaction, but the brain experiences the workplace first foremost as a social system.”

David Rock,
Managing with the brain

People who are not part of the dominant group often feel & experience that their bodily differences will cause them to stand out and be a target for abuse. Abuse can come in the form of microagressions, backlash to pointing out mistakes or mistreatment, threats to job security, discrimination, or harassment.

  • Unequal personality trait judgment: When certain behaviors are okay for a male colleague but weighted differently against a female colleague. For instance, a male slamming his fist on the table to get a team discussion on track. A woman taking the same action would be seen as abrasive or worse.
  • Lack of confidence assumption: The linkage between how confidence is exhibited and therefore somebody’s competence. An example would be the misconception that a woman who takes a reserved approach may be seen as incompetent, though confidence can look different based on a person’s experience.
  • “Taking Credit”: Perhaps you’ve made a point during a meeting that wasn’t acknowledged, only for another colleague to bring it up, getting all the praise.

Diversity in tech is … meh




Digital product designer at Dialexa, advocate for BIPOC, speaker, and hustler.

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Shara Rosenbalm

Shara Rosenbalm

Digital product designer at Dialexa, advocate for BIPOC, speaker, and hustler.

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