Gender bias can derail relations by distorting fairness, silencing voices, and misjudging behaviours.
Gender Bias in Mediation and Conflict Resolution — Recognising and Reducing the Impact
by
Chris Breedon
Introduction
Gender Bias is one of the most pervasive — and often invisible — forces shaping workplace interactions. Even in organisations committed to equality, unconscious assumptions based on gender can influence decisions, behaviours, and conflict outcomes. In mediation, where impartiality and fairness are vital, the presence of gender bias can skew perspectives, silence voices, and undermine resolutions.
In this blog, we’ll explore how gender bias operates, its impact on conflict resolution, and how mediators and managers can identify, challenge, and mitigate its effects to create more equitable and effective processes.
What Is Gender Bias?
Gender Bias refers to the preferential treatment, assumptions, or judgements made based on a person’s gender. It can be explicit (open and intentional) or implicit (unconscious and subtle).
Examples include:
Gender bias affects people of all genders, but it most frequently disadvantages women, particularly women of colour, transwomen, and non-binary individuals in traditionally male-dominated workplaces.
Why It Matters in Mediation and Conflict Resolution
Mediators are expected to create a balanced, neutral space. But if gender bias is at play — whether from the mediator or between parties — the process can be compromised.
1. Disproportionate Credibility
Men may be assumed to be more competent or credible, which can result in their arguments being taken more seriously in mediation.
2. Emotional Framing
Women’s emotional expressions may be pathologised — seen as irrational or unprofessional — while men’s anger may be viewed as justified or assertive.
3. Undervalued Contribution
In workplace conflicts, women may find their perspectives minimised or overlooked, especially in mixed-gender disputes.
Real-Life Example: The Performance Review Mediation
Scenario:
A senior female software engineer in a tech company was given a negative performance review by her male manager, who described her as “too abrasive in meetings” and “not a team player.” She contested the review and requested mediation.
What Unfolded:
In the mediation, it emerged that her style was direct and solution-focused —similar to her male colleagues — but only her behaviour was labelled negatively. The male manager unconsciously associated leadership with traditionally male behaviours and collaboration with feminine softness.
Outcome:
The mediator helped both parties unpack their assumptions. The manager acknowledged the inconsistency in how he evaluated communication styles. Following mediation, the company introduced unconscious bias training for all team leads.
How Gender Bias Affects Managers
Managers play a central role in preventing, escalating, or resolving workplace disputes. If a manager operates under gendered assumptions, their behaviour can include:
This not only affects conflict outcomes, but also long-term professional development and morale and ultimately retention and productivity.
How Mediators Can Identify Gender Bias
Mediators should look out for:
Practical Exercises: Addressing Gender Bias
Exercise 1: Language Awareness Audit
Objective: Identify and remove gendered assumptions in workplace communications.
Instructions:
Example:
If a woman is described as “too assertive,” would a man with the same behaviour be called “confident” instead?
Exercise 2: Role Reversal Reflection
Objective: Reveal unconscious double standards.
Instructions:
Example:
A woman confronts her male peer in a meeting — do you interpret her behaviour differently than if the roles were reversed?
Exercise 3: Meeting Participation Tracker
Objective: Assess gender balance in team dynamics.
Instructions:
Insight:
Often, women are interrupted more and have their ideas credited to male colleagues.
Real-Life Example: Gender Bias in Disciplinary Action
Scenario:
In a local council office, two employees got into a heated dispute. The woman was reprimanded for being “overly emotional,” while the man was seen as “passionately defending his point.”
Bias in Play:
The same behaviour was framed differently based on gendered expectations. The disciplinary report mirrored these stereotypes, and the woman was placed under performance review.
Mediation Outcome:
The mediator encouraged the parties to reflect on the language used and assumptions made. HR later reviewed its disciplinary policy to ensure fairness and remove biased descriptors.
Strategies for Mediators and Managers
1. Challenge Language in the Room
When one party uses gendered language (e.g. ,“she’s bossy”), gently ask:
“Can you describe what she did specifically that felt bossy to you?”
This invites clearer, behaviour-based discussion and removes stereotypes.
2. Use Gender-Neutral Descriptors
Avoid words that carry gendered weight and focus on:
3. Ensure Equal Air Time
Mediators can tactfully intervene to give under represented voices more space:
“Let’s pause here and hear from [name] — I’d like to make sure both voices are heard equally.”
4. Train the Team
Offer bias-awareness training for managers. The more informed they are, the less likely they’ll allow unconscious bias to drive decisions.
Gender Bias Is Not Always Obvious
It’s important to understand that gender bias is often subtle:
Each of these actions, though seemingly small, contributes to systemic inequality.
Intersectionality: Gender and More
Gender bias doesn’t exist in isolation. It intersects with race, age, disability, and more. For example:
Mediators and managers must consider the intersectional nature of bias when assessing disputes.
Final Thought: Bias Awareness is a Leadership Skill
Recognising gender bias isn’t about policing thought — it’s about promoting fairness. For managers and mediators, the ability to detect and defuse gendered assumptions is not just ethical, but essential.
If we want equitable workplaces, we need to create equitable processes — and that starts with seeing people as individuals, not stereotypes.
Summary
