“To call women the weaker sex is a libel; it is man’s injustice to woman.”
Mahatma Gandhi
March brings with it the celebration of International Women’s Day, a date that goes beyond commemoration to become a moment of deep reflection on our daily interactions across all spheres—especially in the workplace.
After more than three decades leading companies and collaborating with people of all genders, I have witnessed—and at times, inadvertently participated in—dynamics that deserve to be examined with honesty. My journey as an entrepreneur has taught me invaluable lessons about the true meaning of respect and equity in professional environments.
The Invaluable Power of Diverse Thinking
The first truth we must acknowledge is simple: intelligence, creativity, and innovation have no gender. The companies that truly thrive are those that understand that diversity of perspectives is their greatest asset.
I have had the privilege of working with women whose strategic acumen and innovative vision have completely transformed stagnant projects. Their unique approaches, shaped by experiences different from mine, have provided solutions I would never have considered from my own limited perspective.
As Malala Yousafzai said: “We cannot all succeed when half of us are held back.”
This is not just a moral truth—it is a business truth. Organizations that fail to leverage female talent are leaving immense potential untapped.
The Three Fundamental Pillars of Respect
Throughout my career, I have identified three essential principles that should guide our interactions with women in the workplace:
1. Recognizing Their Autonomy
Every woman has the inalienable right to make her own decisions and direct her life according to her values, aspirations, and priorities.
As men, we must resist the temptation to interfere or influence their professional or personal choices, even when we believe we are acting “for their own good.”
Autonomy is the foundation of human dignity. As Justice Ruth Bader Ginsburg powerfully stated:
“Women belong in all places where decisions are being made.”
And they belong not as guests, but as architects of their own destiny.
2. Genuinely Valuing Their Perspectives
Opinions, ideas, and proposals deserve equal consideration and respect, regardless of who expresses them or their position in the hierarchy.
Active listening—the kind that truly absorbs what is being said without formulating a response while the other person speaks—is perhaps one of the most powerful and underutilized skills in the business world.
3. Actively Promoting Equality
It is not enough to avoid discriminatory behaviors—we must become proactive advocates for equality. This means championing:
- Equal pay for equivalent roles.
- Fair opportunities for promotion and professional growth.
- Policies that support work-life balance for all genders.
- Workplaces free of harassment and microaggressions.
Behaviors That Must Be Left Behind
When we engage in honest introspection, we must acknowledge communication patterns and behaviors that, while normalized, constitute subtle or explicit forms of discrimination:
Comments on Appearance
- “You’d look better if you smiled.”
- “That outfit doesn’t suit you.”
While these remarks may seem harmless or even well-intentioned, they send a problematic message—that a woman’s value is linked to her appearance or her ability to be aesthetic for others.
Undermining Achievements
- “You probably got that because you’re a woman.”
- “Are you sure you can handle that project?”
Such phrases reveal deeply ingrained biases about women’s professional capabilities, creating an environment where they must constantly “prove” their worth.
Infantilizing Treatment
- “You look so cute when you’re mad.”
- “Aw, how sweet—you’re trying to tackle such a complex issue.”
These condescending remarks diminish women’s professional authority and undermine their expertise.
Assuming Traditional Roles
- “When do you plan to get married and have kids?”
- “Women should prioritize family.”
These statements impose restrictive social expectations, assuming that all women share the same personal ambitions.
Constant Interruptions
Studies show that women are interrupted far more frequently than men in professional settings.
This behavior—known as “manterrupting”—silences valuable voices and reinforces unequal power dynamics.
Condescending Explanations (Mansplaining)
Explaining basic concepts to professional women—often in fields where they are experts—is an all-too-common yet unacceptable practice.
As writer and activist Rebecca Solnit noted:
“Men explain things to me, and to other women, whether or not they know what they’re talking about, whether or not we know more than they do.”
The Path to Truly Equal Workplaces
Building genuinely inclusive work environments requires active and ongoing commitment. As leaders and colleagues, we must:
- Continuously educate ourselves on unconscious biases and invisible privileges.
- Respectfully call out discriminatory behaviors when we see them.
- Establish structures that actively promote equity.
- Listen with humility when our own behaviors are challenged.
- Celebrate and amplify the achievements of the women in our teams.
A Personal Reflection
Throughout my career, I have had the honor of working with extraordinary women who have transformed my vision of leadership and collaboration. Women whose intelligence, courage, generosity, and talent have enriched my professional and personal life immensely.
I have learned that true strength lies in recognizing different forms of leadership and excellence. That talent knows no gender, race, origin, or belief. That the best ideas emerge when we create spaces where everyone can express themselves freely and be valued equally.
Let’s always take time to reflect on our actions and commit to fostering environments where respect, equity, and the appreciation of talent transcend gender considerations.
Because in a world where women can fully realize their potential, we all—absolutely all—win.
Thank you, women.
Carlos Cobián
