Related Posts
Visual Storyteller
Bowl Leader
Any actually good prime day deals to grab?
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
That was just a preview…
Sign Up to see all discussions
Sign Up to see all discussions
- Discover what it’s like to work at companies from real professionals
- Get candid advice from people in your field in a safe space
- Chat and network with other professionals in your field
Sign up in seconds to unlock all discussions on Fishbowl.
"" is an unusual email domain. If correct, please proceed to the next step
Messaging rates may apply
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
New to Fishbowl?
Download the Fishbowl app to unlock all discussions on Fishbowl.
Share
Embed this post
Copy and paste embed code on your site
Preview
Download the
Fishbowl app
Scan your QR code to download
Fishbowl app on your mobile
Sign up for free to view this conversation on Fishbowl
Sign up for free to continue using Fishbowl
Messaging rates may apply
Without fully understanding your situation, and knowing how totally frustrating it can be to see relationships building with teams for the sole reason that they are "guys", I recommend trying some variations of the following:
1) After each interaction with the project team, send out an email summarizing the next steps and actions assigned to each person. Use this as an opportunity to share any insights you have.
2) If you are excluded from important meetings, ask if they can forward you the invite. Provide one or two reasons why your attendance is crucial for the project's success.
3) Have a conversation with the project leader or partner to discuss your concerns and try to understand the root cause of why you are being excluded. Focus on how your inclusion can benefit the project and the team.
4) Reflect on your role and contributions. Consider how you are an asset to the team, and if there are any areas where you might be perceived as a deterrent. Think about your engagement level—do you engage too much or too little? How can you better demonstrate your value to the team?
5) If discussing with the project leader or partner feels uncomfortable, consider seeking support from a mentor. They can provide guidance and help address any underlying issues you may not be aware of.
6) No matter how badly they treat you, walk over you, or skip your role, never scream. Take time to find your inner peace and be consistent in how you interact with people. Strive to be a steady role model.
Thanks! I do actually have a meeting with a mentor later this week to get some insight on dealing with the particular partner. The partner asked me to loop in the manager because the manager had availability. The manager is trying too hard to prove themselves and just going straight to the partner. The partner is not someone I prefer to work with because they do look down on females (although they “don’t” they clearly do based on their interactions and how they address people).
Sounds like you’ve got grounds for a lawsuit. When I experienced being sidelined at a company based on my gender, it wasn’t much use trying to fight for a spot or trying to get them to see me as human and my only regret is not involving HR for stronger documentation. Not to discourage you from staying, but I would definitely consider telling HR and emailing the manager to please communicate with you directly (if you haven’t already) because that’s ridiculous. Also, not sure how long you’ve been there but a team/manager who act like that likely aren’t going to set you up for success for the long term.
I want to say it doesn’t seem like it’s the level of a lawsuit, but honestly I don’t know anymore. I think this manager has personal issues and probably needs a chat from HR. But I don’t want to put a target on myself for recommending it.
I was hired in a senior mgmt. tech role as a token female, no mater what I did, how I said it, who I collaborated with, or what I contributed to or single-handled delivered - I was blocked, stepped around, and there was a fair bit of gossip and inside jokes made at my expense. HR, my manager (VP of Tech), and my peers were no help. I eventually had to leave knowing full well that my career would implode if I stayed. Sadly, there are some battles you will never win regardless of how you try to position yourself, so pick yours wisely and do it with grace and intent.