{ "media_type": "text", "post_content": "Someone who tends to make sexist remarks (without realizing that they are sexist) used an analogy in a client meeting - statistics are like a mini skirt. They reveal a lot but hide the crucial things. Hopefully anyone reading this knows why this is problematic. I’m keen on raising an objection but unsure how. I want to come from a place of building awareness. Any tips?", "post_id": "6100f9456a59760021c6f779", "reply_count": 9, "vote_count": 7, "bowl_id": "59e88be7e2808e00149b0443", "bowl_name": "Women In Consulting" }

Someone who tends to make sexist remarks (without realizing that they are sexist) used an analogy in a client meeting - statistics are like a mini skirt. They reveal a lot but hide the crucial things. Hopefully anyone reading this knows why this is problematic. I’m keen on raising an objection but unsure how. I want to come from a place of building awareness. Any tips?

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It’s so out of touch, it’s laughable. Usually with those things I respond on the spot. ‘Not sure I’d use that examplllle, but yes, there’s more to the picture than merely statistics; and there’s value in xyz.’ Don’t let it slide.

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If the person is a repeat offender and maybe a more senior man (making assumptions here…) I think it’s easier to react live like this over doing a 1:1. If the team is big enough, you could also share your thoughts with your manager and have the feedback escalated that way (“after you said x last week, I heard from the team that…”).

Hahaahahah omg that’s horrific

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Talk to the person 1:1?

Take a “what’s in it for them” angle… you lose some people in the room… your message loses impact, etc

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Years ago I had a manager who used the phrase “we’ve really gotta show some leg on this”

🤮 that's cringeworthy too

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