The Authority Gap

1. The Authority Gap: Women are Systematically Undervalued

However much we claim to believe in equality, we are still, in practice, more reluctant to accord authority to women than to men, even when they are leaders or experts.

Defining the Gap. The authority gap refers to the disparity in how seriously women are taken compared to men, even when they possess equal or superior expertise and leadership skills. This gap manifests in various forms, including being underestimated, interrupted, ignored, and challenged more frequently than men. It's a pervasive issue that affects women across different cultures, ages, and socioeconomic backgrounds.

Consequences of the Gap. The authority gap has significant repercussions for women's career advancement, pay equity, and overall confidence. When women are not taken seriously, they are less likely to be promoted, receive equal pay, or feel entitled to success. This creates a cycle of disadvantage that perpetuates gender inequality in the public sphere.

Examples of the Gap. The author provides numerous examples of the authority gap in action, from Mary McAleese, the former President of Ireland, being snubbed by Pope John Paul II to female professionals being mistaken for secretaries or assistants. These anecdotes highlight the subtle yet persistent ways in which women's authority is undermined in various settings.

2. Transgender Experiences Reveal Gender Bias

Men are assumed to be competent until proven otherwise, whereas a woman is assumed to be incompetent until she proves otherwise.

Unique Perspective. Transgender individuals who have lived as both men and women offer a unique perspective on gender bias. By transitioning from one gender to another, they experience firsthand how societal perceptions and treatment change based solely on their gender identity.

Trans Men's Experiences. Trans men often report being taken more seriously, having their ideas valued, and experiencing increased authority after transitioning. They are often surprised by how much easier it is to navigate professional settings as men, without having to constantly prove their competence.

Trans Women's Experiences. Conversely, trans women often find that their expertise is questioned, their opinions are dismissed, and they face increased interruptions and condescension after transitioning. They experience a decline in respect and influence, highlighting the systemic bias against women in various domains.

3. The Authority Gap Manifests in Everyday Interactions

Every woman has a tale to tell about being underestimated, talked over, ignored, patronized and generally not taken as seriously as a man.

Subtle Disrespect. The authority gap is not always overt or intentional. It often manifests in subtle forms of disrespect, such as being interrupted during conversations, having one's expertise questioned, or being excluded from important discussions. These microaggressions can accumulate over time, eroding women's confidence and hindering their ability to exert influence.

Examples of Everyday Bias. The author shares personal anecdotes and stories from other women to illustrate the various ways in which the authority gap plays out in everyday interactions. These examples include being patronized by male colleagues, having one's ideas dismissed or appropriated, and being mistaken for a junior staff member despite holding a senior position.

Impact on Women's Confidence. The constant experience of being underestimated and disrespected can take a toll on women's confidence and self-esteem. It can lead them to question their abilities, hesitate to speak up, and feel less entitled to success. This can further perpetuate the authority gap, as women may become less assertive and less likely to seek out leadership opportunities.

4. Narrowing the Authority Gap Benefits Everyone

Gender equality is also in our interests as men.

Positive-Sum Game. Gender equality is not a zero-sum game where one gender's gain comes at the expense of the other. In fact, narrowing the authority gap benefits everyone, including men. When women are empowered and taken seriously, it leads to more diverse perspectives, better decision-making, and a more inclusive and equitable society.

Benefits for Men. Men also benefit from gender equality in various ways. They experience more fulfilling relationships, better work-life balance, and improved mental and physical health. They are also less likely to be constrained by rigid gender stereotypes and can express a wider range of emotions and behaviors.

Economic and Societal Gains. Narrowing the authority gap can also boost economic growth and improve societal outcomes. When women are given equal opportunities, they contribute their talents and skills to the workforce, leading to increased productivity, innovation, and economic prosperity.

5. Confidence vs. Competence: A Misleading Metric

Because we … commonly misinterpret displays of confidence as a sign of competence, we are fooled into believing that men are better leaders than women.

The Confidence Trick. Society often equates confidence with competence, leading to the mistaken belief that men are better leaders than women. However, research shows that women are often just as competent, if not more so, than men, but they may be less likely to display their confidence outwardly.

Double Standards for Women. Women face a double bind when it comes to confidence. If they are too confident, they are often perceived as arrogant or aggressive. If they are not confident enough, they are seen as lacking leadership potential. This makes it difficult for women to navigate the workplace and be taken seriously.

Focus on Competence. Instead of relying on outward displays of confidence, it is important to focus on actual competence and expertise. This means evaluating individuals based on their skills, knowledge, and experience, rather than their perceived confidence levels.

6. Conversational Dominance Silences Women

There is no form of privilege men deploy more frequently, more casually and more unselfconsciously than their assumed Divine Right to Talk – to monologue, to mansplain, to interrupt, to say whatever’s on their minds without considering the consequences.

Men Hog the Floor. Men often dominate conversations, interrupting women more frequently and taking up more speaking time. This conversational dominance can silence women and prevent them from sharing their ideas and perspectives.

Impact on Women's Voices. When women are constantly interrupted or talked over, it can undermine their confidence and make them less likely to speak up in the future. This can create a vicious cycle in which women's voices are marginalized and their contributions are undervalued.

Strategies for Equalizing Conversations. To create more equitable conversations, it is important to be mindful of speaking time and to actively listen to and encourage women to share their thoughts. Men can also act as allies by calling out interruptions and ensuring that women's voices are heard.

7. Women Face Resistance When Exerting Influence

A weapon men use against women is the refusal to take them seriously.

Challenging the Status Quo. When women attempt to exert influence or challenge the status quo, they often face resistance from both men and women. This resistance can manifest in various forms, such as being dismissed, undermined, or even personally attacked.

The Backlash Effect. Women who are perceived as too assertive or ambitious may face a backlash, being labeled as "bossy," "aggressive," or "unlikeable." This can make it difficult for women to advance in their careers or be taken seriously as leaders.

Strategies for Overcoming Resistance. To overcome resistance, women need to be strategic in how they exert influence. This may involve building alliances, finding male allies, and using a collaborative and inclusive leadership style.

8. The World is Framed by Men, Reinforcing Bias

Implicit bias comes from our social world, from our culture, because the content of what the brain knows is what it sees in the world.

Male-Dominated Narratives. The media, advertising, and popular culture often perpetuate gender stereotypes and reinforce the notion that men are more authoritative and competent than women. This can shape our unconscious biases and make it more difficult for women to be seen as leaders and experts.

Lack of Female Representation. Women are often underrepresented in positions of power and influence, both on screen and behind the scenes. This lack of representation reinforces the idea that men are the default leaders and experts, while women are relegated to supporting roles.

Challenging Stereotypes. To combat these biases, it is important to challenge gender stereotypes in the media and popular culture. This can involve supporting female creators, promoting diverse representation, and calling out sexist tropes and narratives.

9. Women Internalize Bias, Perpetuating the Gap

Apparently, since I became a female, I have become stupid.

Internalized Misogyny. Women can also internalize societal biases against their own gender, leading them to underestimate their abilities and limit their aspirations. This internalized misogyny can manifest in various ways, such as self-doubt, imposter syndrome, and a reluctance to take on leadership roles.

The Need for Self-Awareness. To overcome internalized bias, women need to become aware of their own negative thoughts and beliefs about their gender. This can involve challenging limiting beliefs, seeking out positive role models, and practicing self-compassion.

Supporting Other Women. Women can also support each other by mentoring, sponsoring, and advocating for one another. By creating a supportive and empowering environment, women can help each other overcome internalized bias and achieve their full potential.

10. Intersectionality: Bias is Entangled and Multiplicative

The authority gap affects women all over the world, whatever the differences in culture.

Multiple Layers of Discrimination. The authority gap is not a monolithic phenomenon. It intersects with other forms of discrimination, such as racism, classism, homophobia, and ableism, creating unique challenges for women who belong to multiple marginalized groups.

The Experience of Women of Color. Women of color often face a double or triple burden of discrimination, as they are targeted for both their gender and their race. They may experience unique forms of bias, such as being stereotyped as "angry black women" or being seen as less competent due to their ethnicity.

Addressing Intersectional Bias. To address intersectional bias, it is important to recognize the unique challenges faced by women from different backgrounds. This involves creating inclusive policies and practices that take into account the multiple identities and experiences of women.

11. Appearance Standards Undermine Women's Authority

Apparently, since I became a female, I have become stupid.

Focus on Appearance. Women are often judged more harshly on their appearance than men, and their physical attractiveness can be seen as a reflection of their competence and intelligence. This can lead to women feeling pressured to conform to unrealistic beauty standards and can undermine their authority in professional settings.

The "Beautiful but Dumb" Trope. The stereotype of the "beautiful but dumb" woman is particularly damaging, as it suggests that women cannot be both attractive and intelligent. This can lead to women being underestimated and dismissed, regardless of their actual abilities.

Challenging Appearance-Based Judgments. To combat these biases, it is important to challenge appearance-based judgments and focus on women's skills, knowledge, and experience. This involves valuing women for their contributions, rather than their physical appearance.

12. Concrete Actions Can Narrow the Authority Gap

It’s high time we changed our behaviour.

Individual Actions. Individuals can take concrete steps to narrow the authority gap in their daily lives. This includes being mindful of their own biases, actively listening to women's voices, and challenging sexist behavior when they see it.

Organizational Policies. Organizations can implement policies and practices that promote gender equality, such as pay transparency, flexible work arrangements, and mentorship programs for women.

Societal Change. Broader societal changes are also needed to address the root causes of the authority gap. This includes challenging gender stereotypes in the media and popular culture, promoting women's leadership in all sectors, and creating a more equitable and inclusive society for all.

Last updated: February 27, 2025