Why Women Struggle to Speak Up at Work—and What Helps

Women can struggle to speak up at work when workplace expectations and barriers make it harder to contribute—not simply because they lack confidence. Attorney and former corporate executive Seema Bhansali explains why the familiar “lean in” message can miss those barriers and how leaders can make participation more inclusive. She shares these ideas on The Elisha Show with host Amb. Elisha Arowojobe.

Key takeaways

• Asking women to be more confident can place responsibility on them without changing workplace conditions that affect who gets heard.
• Seema Bhansali’s Open Voice methodology focuses on creating environments where more people can contribute.
• Leaders can encourage participation through no-repeat rules, rotating agenda topics, representation, public-speaking education, and positive feedback.
• Understanding workplace systems can help women avoid blaming themselves for every career setback.

Why do women struggle to speak up at work?

Women may be less willing to speak up when workplace expectations and early experiences influence how safe or worthwhile it feels to take a risk. That means confidence is not the only factor to consider.

Bhansali challenges the idea that telling women to “lean in” is enough. If leaders focus only on women changing their behavior, they can overlook the workplace barriers and expectations that shape participation. A more complete response looks at both the individual and the environment.

How can leaders make meetings more inclusive?

Leaders can make meetings more inclusive by changing how opportunities to contribute are offered, rather than repeatedly relying on the same people. Bhansali’s Open Voice approach includes several practical ways to do this.

• Use no repeats: Avoid giving repeated opportunities to contribute to the same people.
• Rotate agenda topics: Change who gets to lead or contribute to different parts of a meeting.
• Consider representation: Pay attention to who is represented among those contributing.
• Offer public-speaking education: Provide opportunities to develop speaking skills.
• Give positive feedback: Respond constructively when people contribute.

These steps put the focus on how participation is organized, not only on whether an individual chooses to speak.

What is the Open Voice methodology?

Open Voice is Bhansali’s methodology for helping leaders create environments where everyone has a chance to contribute. It connects workplace inclusion to the practical design of meetings, talent development, and access to opportunities.

For example, a leader can rotate agenda topics and prevent a few voices from taking every turn. The point is not to expect people to participate under identical conditions, but to consider how the workplace can make contribution more accessible.

How can women respond to career setbacks?

Women can consider the systems and expectations around them instead of assuming every career setback is a personal failure. Bhansali emphasizes understanding the rules of the workplace before expecting everyone to play the game in the same way.

This perspective does not mean dismissing personal choices or effort. It means asking whether workplace conditions are also affecting access to opportunities and the chance to be heard. Leaders, in turn, can examine whether opportunities to contribute keep going to the same people.

About Seema Bhansali

Seema Bhansali is an attorney, former congressional staff leader, and corporate executive. She served as Vice President of Employee Experience for an organization of approximately 27,000 people worldwide, and her work has focused on workplace inclusion, women’s leadership, and helping people find the confidence and opportunity to use their voices.

Frequently asked questions

Does telling women to be more confident help them speak up at work?

Confidence advice alone may not address the workplace barriers and expectations that influence who speaks and who gets heard. Bhansali challenges the “lean in” message when it places the burden on women without also asking leaders to improve the environment for participation.

What can managers do to get more people speaking in meetings?

Managers can avoid repeated turns for the same people, rotate agenda topics, consider representation, offer public-speaking education, and give positive feedback. These are practical ways to make opportunities to contribute more inclusive.

What does “no repeats” mean in a meeting?

“No repeats” means not repeatedly giving the opportunity to contribute to the same people. As part of Bhansali’s participation ideas, it encourages leaders to pay attention to who is getting a chance to speak, rather than letting the same voices dominate.

Why should women understand workplace rules and systems?

Understanding workplace systems can help women see how expectations and access to opportunities may affect their careers. It can also reduce the tendency to blame themselves for every setback when the surrounding environment may be part of the picture.

Listen to the full conversation with Seema Bhansali on The Elisha Show for more on Open Voice, inclusive meetings, and the thinking behind her upcoming book, Hit the Buzzer.