ZOOM meetings: RESEARCH says…

In recent years, we have all particated on online meetings to a much greater extent than before The Great Reset. An an observer of people and the dynamics between one another, I was curious…

My prompt to BING Copilot.

I asked about the research concerning the differences between men and women in meeting participation and focus. The reply follows:

Certainly! Let's delve into the research on how men and women approach business meetings, considering both logical and emotional aspects. Keep in mind that individual behavior can vary widely, but there are some general trends:

1. **Decision-Making Styles**:

- **Men**: Traditionally, men have been associated with a more **results-oriented** approach. They often emphasize logic, data, and efficiency in decision-making.

- **Women**: Research suggests that women may focus more on **collaboration**, **consensus-building**, and **relationship dynamics**. They consider the impact of decisions on people and relationships.

2. **Interrupting and Speaking Patterns**:

- **Men**: Studies show that men tend to **interrupt more frequently** during meetings. They may assert their viewpoints assertively and compete for airtime.

- **Women**: Women, on the other hand, may be more **attentive listeners** and less likely to interrupt. They often seek to maintain harmony and avoid conflict.

3. **Piling On vs. Drawing Distinctions**:

- **Men**: When key points are accepted, men often **restate and reinforce** those points. They "pile on" to show agreement and solidarity.

- **Women**: Women tend to be **uncomfortable piling on**. Instead, they may draw distinctions and offer nuanced perspectives.

4. **Aggressive Conversational Tactics**:

- **Women**: Research indicates that we are more accepting of women using **aggressive conversational tactics** (like interruptions) if they are doing it on someone else's behalf. This lessens the "social penalty" women face when being assertive.

- **Men**: Unfortunately, men are often given a pass for dominating conversations and being forceful⁶.

5. **Government vs. Business Meetings**:

- **Government Meetings**: In government settings, discussions often involve **policy**, **public interest**, and **long-term impact**. Here, both men and women may emphasize **logical arguments** and consider the broader societal context.

- **Business Meetings**: Profit-driven business meetings prioritize **efficiency**, **results**, and **short-term goals**. While women may still consider relationships, the focus tends to be on **actionable outcomes**. Gender dynamics can play out differently based on the organizational culture and context.

6. **Online Meetings and Gender Inequities**:

- **Online Settings**: In virtual meetings, men may still dominate conversations, and women's contributions can be overlooked.

- **Perceptions**: Men's presence is often seen as powerful, while women are sometimes perceived as **incompetent**⁹.

In summary, while there are tendencies, it's essential to recognize that individual differences matter. Organizations benefit from diverse perspectives, regardless of gender, to make well-rounded decisions that balance logic, relationships, and results.

========================================================================

Source: Conversation with Bing, 3/8/2024

(1) Women Interrupted: A New Strategy for Male-Dominated Discussions. https://www.cmu.edu/news/stories/archives/2020/october/women-interrupted-debate.html.

(2) Mansplaining and Interruptions: Online Meetings Exacerbate Gender .... https://msmagazine.com/2020/04/22/mansplaining-and-interruptions-online-meetings-exacerbate-gender-inequities-in-the-workplace/.

(3) Are women CEOs more risk-averse than men? Not necessarily, study shows. https://www.ualberta.ca/folio/2024/03/are-women-ceos-more-risk-averse-than-men.html.

(4) The Impact of Gender Diversity on the Performance of Business Teams .... https://gap.hks.harvard.edu/impact-gender-diversity-performance-business-teams-evidence-field-experiment.

(5) Research: Men Get More Actionable Feedback Than Women. https://hbr.org/2021/02/research-men-get-more-actionable-feedback-than-women.

(6) What Most Companies Get Wrong About Men and Women - Harvard Business Review. https://hbr.org/2018/05/what-most-people-get-wrong-about-men-and-women.

(7) Women less inclined to self-promote than men, even for a job. https://news.harvard.edu/gazette/story/2020/02/men-better-than-women-at-self-promotion-on-job-leading-to-inequities/.

(8) Breaking Through Bias: Overcoming Gendered Meeting Dynamics. https://trainingindustry.com/articles/performance-management/breaking-through-bias-overcoming-gendered-meeting-dynamics/.

(9) Why Women's Brains Are Better Than Men's At Multitasking. https://womensbrainhealth.org/think-tank/think-twice/why-womens-brains-are-better-than-mens-at-multitasking.