Mansplaining: Why half the population still faces workplace dismissal—and how to combat it 

As time speeds us through the early part of the 21st century, it’s easy to think of ourselves as advanced. In 2024, we’ve advanced enough to send 60 tourists to space, and yet a quieter, more insidious—and much less evolved—issue remains earthbound: mansplaining.

Despite some progress in gender equality, the phenomenon of men explaining things to women in a patronizing manner—often without realizing the expertise they dismiss—still permeates workplaces across the globe. It’s a stark reminder that while society may be moving forward in some areas, deeply ingrained power dynamics continue to drag us backward.

Why does mansplaining persist in the workplace? And how can we, as a collective workforce, break the cycle? This issue isn’t just about men or women. It’s about the future of inclusive leadership, creative collaboration, and human connection. Until we tackle mansplaining head-on, half of our workforce will continue to be dismissed—from conversations and opportunities to shape the future.

The quiet cost of mansplaining

Imagine you’re sitting in a meeting with several colleagues. A woman—let’s call her Emma—offers a suggestion based on years of experience. A moment of silence passes, and then a male colleague jumps in, reiterating the same point with different words. Heads nod, and suddenly, his voice takes center stage while Emma’s contribution fades into the background. This scenario isn’t just a fleeting annoyance—it’s a slow erasure of women’s authority, confidence, and potential.

A 2020 One Poll survey of 2,000 women in the workplace (commissioned by Self Inc.) found that the average woman gets “mansplained” while on the job six times each week. That’s 312 mansplaining moments each year. Women who face constant dismissal often begin to question their worth. They stop raising their hands, stop speaking up, and—most dangerously—stop believing that their insights matter. Over time, this leads to disengagement, a loss of innovation, and even attrition. The emotional fallout is palpable: Women are tired of fighting to be heard, and the exhaustion is absolute.

A modern epidemic

Mansplaining may look different today, but it’s no less harmful. In 2024, it often shows up in more subtle ways. It’s the casual interruptions in meetings, the unsolicited advice, or the over-explanation of concepts to someone more qualified than the person offering the advice. These microaggressions build up, and their cumulative effect can be just as damaging as outright discrimination.

It’s not just women who suffer—teams and organizations feel the impact, too. When you consistently overlook the contributions of half the workforce, you’re not just silencing voices; you’re strangling creativity. Organizations with a culture of mansplaining fail to harness the full power of diverse perspectives, and that’s where true innovation dies.

Why does it persist?

The root of mansplaining lies in deeply ingrained gender norms, ones that tell us—subconsciously or not—that male voices carry more authority. Even in the most progressive workplaces, these biases creep in, fueled by a societal structure that has long valued men’s contributions over women’s.

And let’s not forget the intersectional aspect: Women of color, LGBTQ+ individuals, and others from marginalized communities often bear the brunt of this behavior, experiencing not just mansplaining but a compounded form of dismissal that cuts deeper and lasts longer.

But here’s the truth: It’s not just about “men versus women.” We’ve all been conditioned by a world that subtly reinforces these hierarchies, and even women can find themselves perpetuating mansplaining behaviors in moments of internalized bias or hierarchical power.

Breaking the cycle

It’s time to envision a future where mansplaining is no longer a workplace norm but a relic of an outdated system. Here’s how we can start:

Redefine assertiveness for women We’ve been told for years to lean in, but leaning in isn’t enough when your voice is drowned out. Women need not just a seat at the table but the confidence and skills to take the microphone and keep it. This means investing in communication training that teaches women to assert themselves without being penalized. It also means celebrating women’s voices loudly and publicly—when a woman speaks, credit her by name, ensure she’s acknowledged, and amplify her ideas.

Men must become allies: Mansplaining isn’t always malicious, but ignorance is no excuse for inaction. Men need to be part of the solution. They must be willing to self-reflect, challenge their behaviors, and actively promote gender equity. Allies can disrupt mansplaining by deferring to women’s expertise, supporting them publicly in meetings, and calling out dismissive behavior when they see it.

In 2024, allyship must evolve from “not harming” to actively “doing good.” Imagine a world where male colleagues regularly lift their female peers, ensuring they’re given the respect and recognition they deserve. That’s not just progressive, that’s leadership.

Demand accountability from the top: Leaders set the tone for workplace culture. Without a clear message from leadership that dismissive behaviors won’t be tolerated, mansplaining will continue unchecked. Organizations must create accountability structures—whether through performance reviews, 360-degree feedback, or leadership modeling—that prioritize inclusivity. Leaders must not only talk about change but actively embody it, making it clear that everyone’s voice matters, regardless of gender.

Reimagine how we communicate: Workplace conversations are often unstructured, allowing dominant voices to take over. We can create space for more balanced discussions by redesigning how we hold meetings. This might mean setting ground rules for sharing ideas, using a “talking stick” approach to prevent interruptions, or actively soliciting input from quieter voices. Structure doesn’t stifle creativity—it liberates it by ensuring that the best ideas rise to the top.

How to build a future where every voice counts

The fight against mansplaining is not just a gender issue—it’s an innovation, leadership, and human issue. If we’re serious about creating workplaces where every voice is heard and valued, we must dismantle the power dynamics that allow mansplaining to thrive.

We have the opportunity to rewrite the rules of engagement and build companies where women and other marginalized groups are not only present but also listened to, credited, and empowered. In doing so, we create environments where everyone—regardless of gender—can contribute their brilliance to a shared future. It’s time we stop dismissing half the population and start embracing their full potential.