Recently, I attended a client board meeting where I was the only woman in the group of twelve. It was an experience that made me hyper-aware of how I was showing up. I found myself thinking carefully about every word I said, my posture at the board room table, feeling the pressure to speak up in order to not be perceived as too meek.
It’s a situation that many women in leadership can relate to—being the “only” often brings a heightened sense of visibility, along with added pressure to prove oneself. Unfortunately, this also makes us more susceptible to microaggressions, whether intentional or not.
The McKinsey and Lean In 2024 "Women in the Workplace" study highlights that women who find themselves as the only person of their gender or race in the room often experience more frequent microaggressions. From having their expertise questioned to being interrupted or spoken over, these subtle but impactful slights can erode confidence and make it harder for women to thrive.
The Power of Allyship
Navigating these challenges requires resilience, strategy, and—importantly—strong allies. Allies can play a crucial role in counteracting the negative effects of microaggressions and amplifying women’s voices. But what does real allyship look like?
Strong allies actively listen and take notice when women are being marginalized. In meetings, for example, they can step in when a woman is interrupted, redirecting attention back to her by saying something like, “I’d like to hear more about what [her name] was saying.” This simple act sends a powerful message that her voice deserves to be heard.
Additionally, allies can advocate for women in spaces where they may not be present. When discussing promotions or assigning high-visibility projects, they can ensure that women are considered equally and fairly. True allyship involves recognizing the additional barriers women face and using their influence to help dismantle those obstacles.
Build Your Support Network
For women in leadership, cultivating these ally relationships is essential. Seek out people who share your values of inclusion and equality, and don’t hesitate to express when their support can make a difference. Allies may not always know what is needed unless it’s articulated clearly.
But allyship isn’t just about stepping in when there’s a problem. It’s also about creating an environment where diverse voices are naturally included and celebrated. That means fostering a culture of mutual respect and continuously challenging biases, both explicit and unconscious. Strong allies use their platforms and privilege to promote inclusivity, ensuring that women—and all underrepresented groups—don’t just have a seat at the table, but that their perspectives are valued.
Check out our conversation in summer 2024 with Atricia J. Roberts from Curo Private Wealth and our recent episode featuring Meredith Lambert and Yelena Melamed of Catchlight to hear their stories on the power of allyship and support.
While women shouldn’t have to bear the brunt of addressing workplace inequities on their own, surrounding themselves with engaged allies can help them navigate the complexities of being an “only.” Together, we can build workspaces where everyone is empowered to succeed, and where no one feels isolated because of their identity.
