Are female bosses really more meaner? Experts reveal why women in top positions seem stricter

By calling on images of Catty Devil Wears Prada -stereotypes, women in senior positions can often be experienced as harder and less approachable than their male counterparts. ‘Girlbosses’ are presented as almost immoral ambitious, stump and unusually cold – compared to benevolent ‘entrepreneurs’ male CEOs.

And according to the latter – albeit the decade old statistics of its kind, both men and women prefer a male boss than a female.

Nevertheless, the number of women in higher positions is larger than men and his women are previously promoted in medium positions.

So if we continue to adapt to a changing professional landscape, why are female bosses considered to be more meaning?

“To match the top, ambitious women generally feel that they have to communicate with those at the top, who are usually men,” Chelsea Brooke-Ward, a lawyer, told Femail.

‘They start to act more assertive, more direct because they want to be promoted – they do it for themselves.

“But there is a perception that women cherish or are approachable, so when junior employees notice this change, they are unhappy.”

Chelsea added that women are criticized ‘from both sides’, where people find them too soft or too strict.

“They are criticized at the top because they are not assertive enough and by those below because they are unapproachable or not -supporting,” she explained.

Perhaps surprisingly, it is often women who are the loudest critics of their female seniors, she noticed.

It is usually during serious professional interactions, such as termination of employment or disciplinary hearings, where most conflicts arise.

“Say that you have a woman who goes through a complaint or a disciplinary,” said Chelsea.

“I think those at the bottom expect a level of report with a female researcher, but if she is aloof in that kind of setting, she will be criticized.”

In that sense, women carry out an internalized misogyny, in which they believe that other women must adhere to certain female characteristics.

And they can believe that co -women, united in the gender struggle, will be more friendly for them, regardless of the rank.

Chelsea has acted in cases where discrimination against sexual discrimination, pregnancy and maternity discrimination and hostile workplace cultures is involved.

“I think there are conflicting opinions about how women should behave at the top – they are damned if they do that and damaged if they don’t,” she added.

Interestingly, a large number of discrimination cases from the lawyer are related to the removal of reasonable adjustments by a new female line manager.

“When a female manager takes the place of a man, those reasonable adjustments are sometimes questioned,” said Chlesea.

‘I don’t know if skepticism is inherent to women than for men.

“But it is also because women feel that their performance has more a microscope.”

Chelsea, a working mother herself and remembers many cases in which a woman has returned to a higher position to have a child to find her leadership tasks that has been undressed.

‘Even if they are just childhood, they can be overlooked for promotions, simply because of the chance that they will have children.

‘Unfortunately it is not uncommon. And no proactive steps have been taken to inform women about maternity leave of potential promotions.

‘When they come back, they feel abandoned, but they don’t want to rock the boat and seem sensitive.

‘One case that has always been held with me was a woman who returned from maternity leave to find her leadership responsibilities that were gone.

“The employer justified on the basis of the fact that she” seemed overwhelmed “and” working part -time was not suitable for the role “and when she questioned the decision, she was” difficult “and” paranoid. “

“She had just had a baby, but she hadn’t lost her ability to lead,” said Chelsea. “That subtle mix of benevolent sexism and outright discrimination is something that I see far too often.”

Jody Findley struggled with sexism in her management role, so she led herself to find mindseta, giving her inclusive training to improve work cultures.

“Men are automatically respected in their role, especially in a senior role,” she told Femail.

‘A woman and a man can have the same job, the same wages, the same responsibilities, but their experiences will be very different. And the difference is respect. ‘

In her leading role, Jody says she has opted for a cooperation approach.

“What I thought was that I was not supported,” she said.

“If a man asked for help, the answer was” yes, everything you want “.

“While, as a female boss, when I asked to work together, it was:” I don’t have time. I am too busy. Do it myself. “

“So my approach did not work and I can understand why a woman would try to be more strict and claim authority, because if you are softer, you will not get the same answer as a man.”

Jody says that women’s health also plays a role in the way they are treated professionally.

Women in the workplace often mask serious disorders such as PCOS and endometriosis, as well as the often debilitating effects of pregnancy, menstruation and menopause.

“I have friends with really bad health problems and their work doesn’t even know,” said Jody.

“They don’t want to be devalued by their colleagues.”

When exploring the experience of women, the intersection of ethnicity, age, handicap, sexual orientation and class all play a role.

“Black women are almost erased,” said Jody. ‘As a black woman, I had to get out of settings because I had no choice.

‘The senior I became, the more devalued and not respected that I was. I was told to give up my chair for a white man – the level of lack of respect is of the chain for a black woman from the working class. ‘

“And now, in the midst of the trans debate, how to navigate trans women in the workplace?”

The sounding point of Jody was that their colleagues must be supported by their colleagues.

She called for more training in the workplace on misogynia, health and cooperation of women.

‘We need men to help women in the workplace – they are the gatekeepers. We need them to get up and give a platform to women. ‘