Workplace sexism: Hidden costs & real-world consequences

What is sexism in the workplace?

Workplace sexism is discrimination, prejudice, or unfair treatment based on a person's gender that occurs within a professional setting. It can show up in both obvious and subtle ways, from unequal pay and promotional opportunities to microaggressions and hostile work environments.

This includes:

• Direct discrimination (e.g., hiring bias, pay gaps)
• Indirect discrimination (e.g., policies that disadvantage certain genders)
• Harassment (both overt and subtle)
• Structural barriers (e.g., lack of leadership pathways)
• Unconscious bias affecting daily interactions

While historically affecting women disproportionately, workplace sexism can impact people of any gender and often intersects with other forms of discrimination, creating barriers for career progression and well-being.

Recognizing the real impact of sexism in workplaces

The impact of sexism runs deeper than many organizations realize, creating a domino effect in the workplace. Apart from the financial drain of lost productivity, high turnover, and potential legal expenses, there's also the human cost.

Careers are disrupted through missed opportunities and wage gaps, and mental health suffers with increases in anxiety, imposter syndrome, and burnout. Team dynamics deteriorate as collaboration breaks down and innovation slows.

Perhaps most damaging is the gradual erosion of company culture, where trust breaks down and engagement declines. These effects ripple outward, creating industry-wide imbalances through talent drain and sector disparities that can take generations to correct.

Here's what the data reveals about sexism's true cost in workplaces:

Economic and career impact statistics

• Women in the US workforce continue to earn approximately US$0.84 compared to every dollar earned by men.¹

Women's median annual earnings as a % of white, non-hispanic men for full-time, year-round workers, 1988-2019 and projections (AAUW.org)

• 62% of full-time employed American women responded that they had experienced gender bias in the workplace.²
• 56% of women have considered leaving their current job due to gender-based discrimination. The primary reasons cited for wanting to leave include:
• • Wage discrimination (52%)
  • Sexual harassment (48%)
  • Gender-biased hiring and promotion practices (48%)²
• 36% of women believe they were passed over for a promotion or job change in favor of a man within the last five years.²
• Three in five women believe that the rise of remote work has made their chances of getting a promotion worse.³

Mental health and professional well-being statistics

• 45% of women in leadership say it’s difficult for women to speak up in virtual meetings.⁴
• One in five women say they’ve felt ignored or overlooked by colleagues during video calls.⁵
• 25% of women cite burnout as their primary reason for quitting their job.⁶

Research showing the main reason women vs. men quit their job (360Learning.com)

• 75% of female executives across industries have experienced imposter syndrome in their careers.⁷
• 57% of women said that they most often experienced imposter syndrome at times when they were promoted or making transitions to new roles.⁷

Gender gaps in industry

Global economic trends have caused all kinds of shifts in the labor force - for better and for worse, as shown by these women in the workplace statistics.

• Women make up 47% of all employed adults in the US, but they hold only 28% of computing and mathematical roles.⁸
• Women identifying as Asian or Pacific Islander make up just 7% of the IT workforce, and Black and Hispanic women account for 3% and 2%.⁸
• Only 86 women are promoted to manager for every 100 men across every industry, but when isolated for tech, that number drops to 52 women for every 100 men.⁸

The greatest challenge preventing the economic gender gap from closing is women’s under-representation in emerging roles. According to the World Economic Forum:

• Only 12% of cloud computing roles are held by women, with 15% in engineering and 26% in data & AI.⁹
• Only 25% of leadership positions in global health are held by women, though they represent more than 70% of the global health workforce.¹⁰

On the positive side, there has been a surge of women in marketing leadership roles. Women now hold 45.4% of all leadership positions in the advertising, media, and marketing technology sectors, compared to 29% in 2019.¹¹

How to combat sexism in the workplace  

Improving workplace experiences for women requires a multi-faceted approach that addresses various aspects of gender equality and creates an inclusive culture. With more support and opportunities for women to succeed, gender discrimination can be greatly reduced. Here are several HR retention strategies and initiatives that can help create a better workplace for women and increase employee well-being.

Close the gender wage gap

Ensure that women are paid the same as their male counterparts when performing the same job and having the same experience and qualifications. Conduct regular pay equity audits to identify and rectify any gender-based discrimination disparities.

Flexible work arrangements

‍Offer flexible work schedules, remote work options, and part-time opportunities to accommodate the diverse needs of women, particularly those with caregiving responsibilities.

Mentorship programs

Establish mentorship programs to help women advance in their careers. Encourage senior leaders to mentor and advocate for quiet hiring to put women in leadership roles.

Workplace culture

‍Develop an inclusive culture that fosters respect and gender equality. Encourage collective action to support one another and create safe spaces for employees to voice concerns.

Eliminate gender bias

Replace subjective judgments with data-driven decisions in hiring and promotions. By measuring candidates' motivations and work preferences, rather than relying on potentially biased impressions, organizations can make more objective decisions about role fit and leadership potential.

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Coaching and personal development

By investing in professional business coaching, organizations can support and retain women in the workplace, ensuring their talents are recognized, their voices are heard, and their careers flourish. This creates a dual benefit: emerging female leaders gain vital support and guidance, while experienced women feel valued and empowered to drive meaningful change from within.

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How to handle sexism: A kinder, more equitable office

Creating lasting change

Creating a more inclusive and welcoming workplace for women is not only the right thing to do but will also make your company more successful. There are two ways to achieve this: intentional actions and building culture.

Organizations must establish clear protocols for inclusive meetings, ensuring every voice is heard. This means implementing structured discussion formats, training leaders to manage interruptions effectively, and creating feedback mechanisms that track participation patterns. With nearly half of women reporting difficulty speaking up in meetings, these systems aren't optional—they're essential.

Real change requires real data. Innovative organizations are adopting sophisticated gender bias measurement tools to understand and track women's experiences. These tools help identify specific challenges, from the 'glass cliff' phenomenon to inconsistent performance standards, allowing organizations to address issues with precision rather than assumptions.

Cultural transformation

Systems alone aren't enough—culture, communication, and team dynamics are the foundation for lasting change. Organizations need to foster environments where:

• All team members feel seen, connected, and accepted, no matter their cultural background or gender
• Teams know precisely how to collaborate effectively
• You have a transparent and accessible pathway to develop leaders in your organization
• Diverse perspectives are actively sought and valued

The path to workplace equity isn't a single program or policy—it's an ongoing commitment to transformation. When organizations combine intentional solutions with genuine cultural change, they create environments where everyone can thrive, innovate, and contribute to their full potential.