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The Workplace Catch-22
When Inclusion takes a backseat to Convenience
Ever seen a fix that somehow makes the problem worse? Like a “Wet Paint Do Not Touch” sign that practically dares people to touch it?
That’s kind of how I feel about some anti-sexual harassment initiatives.
Now, don’t get me wrong, these policies are necessary. No one should have to deal with harassment at work. But sometimes, in the way we implement them, we create a whole new set of unintended consequences.
I was talking to a senior manager the other day about workplace culture, hiring trends, and leadership challenges when he mentioned something that stuck with me. It wasn’t that he didn’t want to hire women — far from it. But when it came down to choosing between equally qualified candidates, he often found himself leaning toward the safer, more familiar option: a man. Not because he thought men were inherently better for the role, but because hiring a woman sometimes felt like an added layer of complexity. There were extra considerations, unspoken dynamics, and the subtle sense that managing a mixed-gender team required more effort. Not necessarily because of the policies themselves, but because of the invisible expectations and unintentional scrutiny that came with them.
And the irony wasn’t lost on me — here he was, openly seeking my perspective as…
