08/24/2026
The standard can change when the evidence changes.
It should not change because the same behaviour simply feels different coming from a woman.
Workplace judgement is full of labels that can sound perfectly legitimate: abrasive, emotional, too ambitious, not ready, not committed, needs protecting, not leadership material.
Sometimes the evidence supports them.
Sometimes it doesn’t.
And sometimes gender has become an unofficial criterion in the judgement.
That doesn’t mean every negative decision involving a woman is misogyny. The real work is figuring out what evidence matters, whether the comparison is actually fair, whether a legitimate difference explains the outcome, and whether gender is changing the standard.
That’s the problem behind the next Ameliorza course we’re preparing: misogyny at work.
Not “spot the sexist.” Better judgement.
www.ameliorza.ca
