What Does Misogynistic Behaviour Look Like in the Workplace?

What does misogynistic behaviour look like?

Misogynistic or sexist attitudes and behaviour can manifest in various ways within the workplace. It's crucial to identify, address, and confront these behaviours directly to create a respectful and inclusive environment.

Misogynistic behaviour can be overt or subtle, and it shows up in many aspects of daily life. Some common examples include:

In conversations and daily interactions

Talking over or interrupting women more than men.

• Dismissing women’s contributions until a man repeats them (sometimes called “hepeating”).
• Using patronising terms like love, dear, or girl in professional settings.
• Assuming women are less knowledgeable about subjects such as technology, sport, or finance.

In workplaces

Paying women less than male colleagues for the same role.

• Overlooking women for promotions in favour of men with equal or less experience.
• Expecting women to do “office housework” — e.g. making the tea, taking minutes, or organising leaving dos.
• Labelling women as “bossy” for being assertive, while men are seen as “strong leaders” for the same behaviour.

Gender stereotypes

Gender stereotypes can have an impact on the workplace and can impact how people treat others.

This can affect both men and women. Women are stereotyped as being empathetic and having emotional intelligence and this is viewed as a negative. Males are stereotyped as assertive and dominant which fits in well for leadership. Therefore, women who want to be in leadership positions, are forced to conform to these traits or face being demeaned, and men who display 'feminine' traits are mocked or punished.

This can encourage toxic masculinity in men and internalised misogyny in women. Let's explore these terms in more detail.

Toxic masculinity

Toxic masculinity refers to cultural norms and expectations of manhood that promote harmful attitudes and behaviours. For example, dominance, physical strength, aggression and emotional suppression.

Through toxic masculinity men are pressured to reject traits or behaviours stereotypically associated with women. This can present as men not taking on caring roles and feeling unable to show empathy or emotions such as crying, for fear they will be labelled as weak or 'girly'.

Boys can feel pressured to live up to these stereotypes, which can lead to mental health problems, such as anxiety, depression and isolation.

Toxic masculinity also contributes to normalising aggression, harassment or violence towards women and girls and supports rigid gender roles.

Internalised misogyny

Internalised misogyny is where women adopt, believe, or perpetuate sexist attitudes, behaviours, or stereotypes about themselves or other women. This happens when societal misogyny is so deeply ingrained that women unconsciously internalise these beliefs and act in ways that uphold or reinforce gender inequality.

This can translate to women or young girls feeling they are less capable, intelligent or deserving as men. It can also lead to women being critical of other women for example through shaming their clothing or lifestyle choices, but not applying this same criticism to men who behave in the same way.

As with toxic masculinity this reinforces rigid gender roles and can lead to women devaluing or holding themselves back from pursuing leadership roles, or careers in fields that are traditionally associated with men.

It can also contribute to excusing harmful or misogynistic behaviours as women may dismiss them as 'boys being boys' or develop the belief that they are deserving of the comments or actions, for example because of wearing revealing clothing.

An example of internalised misogyny

Christine is a junior doctor and needs to decide on her speciality field. Christine has a keen interest and drive to become a surgeon, and has achieved good results and feedback from her managers. Christine mentions this to her mother during a catch-up chat, this resonates with her mother as she was a doctor before she retired.

Christine's mum says: "that's such a competitive area of medicine, I don't want you to be worked too hard and the men on the team will give you a hard time". Christine is still determined to become a surgeon and tells her mum that her views are outdated, and times have changed.

Christine is working the next day and speaks a male junior doctor, she tells him she's going to apply to specialise in surgery. He tells her he's doing the same. A while later, she overhears the same man speaking to another colleague; he says: "I can't believe Christine thinks she can specialise in surgery - hardly any women make it. They have to be really good to get that chance."

Christine is upset that her colleagues don't view her as good enough to be a surgeon. But this fuels her forward to keep trying. She's having her one-to-one with her supervisor and tells her that she wants to specialise in surgery. Her supervisor then starts to warn her how much hard work and long hours this will take. Her supervisor then mentioned that having a family whilst being a surgeon is challenging.

Christine reflects on what's been said, she decides to specialise in neonatal instead. Christine feels like she is fighting a losing battle and fears she'll be treated differently to her male colleagues.

Education helps challenge misogynistic behaviour

Challenging misogynistic behaviour, toxic masculinity, and internalised misogyny requires consistent effort both at an individual and organisational level. It is not enough to simply recognise these issues; workplaces must actively create cultures where sexist attitudes are not tolerated and where women and men alike feel empowered to pursue their ambitions without judgement or unnecessary barriers.

Education, awareness, and accountability are key. Encouraging open conversations, providing training on unconscious bias, and implementing fair policies around pay, promotion, and flexible working can make a meaningful difference. Leaders play a crucial role in setting the tone, but every individual has a responsibility to challenge stereotypes, call out inappropriate behaviour, and support colleagues who may be affected by it.

Ultimately, breaking down harmful gender stereotypes benefits everyone. When people are free to express themselves without fear of ridicule or limitation, workplaces become more innovative, inclusive, and supportive. By addressing misogynistic behaviour directly and fostering environments where equality is the standard, we take a step closer towards workplaces – and a society – that truly values and respects all individuals.

Our new course Misogyny in the Workplace is available now and is also part of Virtual College’s great value subscription packages.