Raising a strong, confident daughter is something many parents hope for. For one mother, this personal journey sparked deeper reflection not only on parenting but also her professional work promoting diversity and inclusion in the workplace. The stories we tell children and the messages we internalize affect how women see themselves and how they navigate work and leadership. Understanding unconscious bias and its effects is key to building a fairer, more supportive corporate culture where everyone can thrive.
Raising a Strong, Confident Daughter: Building a Foundation at Home
The author's daughter is three and a half years old—described as cute, strong, smart, and capable. Every day, she is reminded she can do anything she sets her mind to. To prepare for motherhood, the author read many books about raising confident girls who grow up strong and successful, despite societal challenges.
Key strategies used to build this confidence include:
- Positive affirmations, repeated often to reinforce a sense of worth and ability.
- Exposure to women leaders, through books and conversations, showing what women can achieve.
- Encouraging the ability to fail, balanced with reminders of capability, to build resilience.
This approach acknowledges that although parents do their best, their children will eventually face external messages telling them otherwise. The hope is that these early lessons empower the daughter to remind herself of her strength and potential even when no one else does.
Connecting Motherhood to Workplace Diversity Efforts
Becoming a mother led to important personal and professional reflection. The author often wonders when she last told herself she was strong, smart, and capable—and questions whether she actively reminds other women of their worth.
The reality of gender inequality in the workplace remains stark:
- Women generally earn about 83.6% of what men earn for similar roles (Bureau of Labor Statistics, 2024)
- Women hold fewer than 5% of CEO positions in Fortune 500 companies.
Recognizing this, companies have taken steps such as:
- Offering diversity and unconscious bias training.
- Reviewing corporate policies to improve fairness.
- Building more diverse executive boards to encourage fresh ideas.
Despite these efforts, certain challenges remain beneath the surface.
Understanding Unconscious Bias and Its Reach
Unconscious bias refers to the social stereotypes and preconceived ideas about groups of people that we absorb without conscious awareness. These biases shape decisions and behaviors without us realizing it.
Children’s media often reinforces these biases. The classic “damsel in distress” story, where a helpless woman must be rescued by a man, teaches messages of female incapability and male savior roles. These recurring narratives shape young minds for years.
Studies show a critical moment happens between ages 5 and 6. At age 5, children generally believe the gender they identify with is smarter. By age 6, most children think males are smarter. This shift reflects the unconscious messages absorbed from society at a young age.
Understanding unconscious bias isn’t only about how we see others. It affects our self-view too—internal bias often causes women to underestimate their own abilities.
Internal Bias: How Women’s Self-Perception Limits Workplace Success
Women tend to rate their own performance lower than men do, even when objectively equal. This self-doubt affects how they approach opportunities and evaluations.
Some consequences include:
- Women applying to jobs only when they meet 100% of the qualifications, while men apply with about 60% (Asana, 2025).
- Women negotiating salaries far less frequently than men, asking for roughly 30% less on average, contributing to a lifetime wage gap of around $50,000 by age 60.
- Fear of being perceived as “too aggressive,” “abrasive,” or “unapproachable”, terms disproportionately applied to women who negotiate or speak up assertively.
Women also tend to speak less in meetings and are less likely to claim credit for their ideas, which limits recognition and advancement. Female bosses receive lower ratings from female employees and themselves compared to male bosses. Women are often more critical of other women’s personalities, fueling a complicated dynamic in the workplace.
"Women rate their female bosses lower than male bosses" is a striking reminder of how deeply unconscious bias can affect interpersonal relationships.
Practical Steps to Address Bias at Home and Work
Acknowledging bias is the first step. Ask:
- How have my biases influenced my actions or decisions recently?
- Did I apply for promotion or negotiate salary with confidence?
- How do I affirm my strengths daily?
Develop a plan to challenge these biases regularly. For example:
- Practice daily affirmations reminding yourself and others that you are strong and capable.
- Question automatic assumptions about yourself and others, especially when it comes to ability or leadership.
- Encourage open conversations to counteract bias in evaluations and hiring.
Parents and professionals alike should focus on building internal confidence just as much as advocating externally. Wearing t-shirts, using hashtags, and supporting nonprofits matter—but don’t forget the personal work of growth.
The Ongoing Journey Toward Gender Equality
Work in diversity and inclusion is essential but incomplete. Progress has been made, but there's a long way to go.
What still needs attention?
- Closing the wage gap through fair pay and salary transparency.
- Increasing women in leadership roles across industries.
- Fostering workplace cultures that challenge bias at every level.
- Supporting women in building confidence and leadership skills.
For those fighting for equality, the challenge is to also support themselves and other women internally. The next generation, including this author’s daughter, deserves to grow up in a world where confidence isn’t just taught at home but universally recognized and reinforced.
Learn more about these issues and the ongoing fight for equality at TEDx community.
This blog post is inspired by Lindsey’s talk at a local TEDx event, reflecting her role as a Global Talent Acquisition Analyst and diversity advocate committed to making workplaces better for everyone.
https://www.youtube.com/watch?v=jkelHK1O40s
__________
0 facebook:
Post a Comment