This type of situation in the workplace is known as mansplaining. The Oxford dictionary defines it as a practice in which an aggressor explains a certain subject to another person in a way that shows that he believes that he knows and understands more than he does. Consequently, whoever commits the action invalidates the other person, both his speech and his experience.
“These types of acts are linked to the bullying labor, a behavior that discriminates, humiliates, ridicules, offends and in extreme cases reduces the self-esteem of the person violated. In work environments, mansplaining it also generates anxiety, stress and triggers a bad organizational climate”, explains Esperanza Martínez, founding partner of the firm Evexia Bienestar Psicoemocional.
The mansplaining it occurs between co-workers alike; however, it is more frequent from men to women. In its 96th week, from March 4 to 10, the Labor Thermometer of the OCCMundial employment exchange found that 63% of professionals had been victims of this bad practice, at least once in their working lives.
Likewise, 12% assured that they have not experienced this practice of micromachismo in the places where they have worked, while 25% stated that they do not know what male chauvinism is. mansplaining and has never experienced it.
According to job market analysts, the mansplaining it can be invisible to those who exercise it and even to the victims because they do not recognize it as a type of violence. In this sense, the survey revealed that 51% of Mexican workers said they were not aware of the existence of this type of aggression, while 38% mentioned that they do know what it is about and 11% said that they had heard the term, but he doesn’t know much about it.
In this regard, Luciana Psenda, Marketing Director of Cuponstar, a platform dedicated to the loyalty of collaborators and clients of Latin American companies, emphasizes that it is clear that training and deconstruction are required in organizations.
“We have to disarm all that our culture took care of us having so naturalized to build more open, more empathic, more inclusive views,” he says. “Today companies know that they can no longer continue to reproduce gender stereotypes, patriarchal roles and mandates in the workplace, because their employees are going to respond and make themselves heard. It is necessary to understand the labor agenda, and what kind of benefits the employees ask for”.