Women are "too emotional."

One of the longest-standing gender stereotypes is that women are “too emotional.” Turns out, women are less likely than men to let their emotions impact their leadership negatively. 

WHAT’S ON DECK

• Tell Me More: Are You Really Too Emotional? Studies Say No.

• Troublemaker Spotlight: Keia Clarke, CEO, New York Liberty

• Dear FQ: Can I Stand Up for Someone Else at Work Without Being Punished?

• Poll the Pack: Mentorship: Up, Down, and All Around

TELL ME MORE

Are women “too emotional”? Research confirms what we already knew…

📂 File this under “stereotypes we’d like to see retired forever.” The generations-old stereotype that women are more emotional than men or even too emotional (whatever that means) isn’t just inaccurate—it’s harmful. It undermines women’s contributions, dismisses valid emotions as irrational, and perpetuates biases that hold women back in leadership and decision-making roles. The truth? Emotional intelligence, often dismissed under this stereotype, is a critical leadership skill that many women excel at.

Even icons like Oprah have been told to tone it down. According to Forbes, Oprah was told to “flatten out her voice and show less emotion” in her takes for 60 Minutes. 

We know this all sounds heavy. But here’s the good news: The stereotype is untrue.

After surveying 137 leader-report pairs in Europe during the COVID-19 pandemic, a study reported by Harvard Business Review found that women, despite higher anxiety levels, were less likely than men to let their emotions impact their leadership negatively. 

It makes sense when you consider the fact that women, traditionally, have been socialized to prioritize everyone else before themselves. We’re really good at making sure everyone else is fine–it’s what we’ve been trained to do. While leading with empathy is a powerful strength, the study also reveals that leaders’ displays of emotions are judged differently depending on their gender. 

Feeling extra qualified to lead now? Good! While anxious male leaders were more prone to hostile behaviors, women consistently prioritized compassionate, family-supportive actions. 

Too emotional. Too aggressive. Too bossy. Women have been labeled for centuries simply for using their voices. It’s time to flip the script.

Emotional➡️Passionate

Aggressive➡️Assertive

Bossy➡️Confident

TROUBLEMAKER SPOTLIGHT

Keia Clarke, CEO of the New York Liberty

Keia Clarke did not come to play. She came to win. The former college basketball player has an extensive resume of powerful sports marketing roles and awards, including Adweek’s 2022 “Most Powerful Women in Sports”.

Always looking to up her game, Keia graduated from Harvard Business School in 2022, adding a degree from the Advanced Management Program (AMP) to her 2006 Master’s in Sports Business from New York University. Something tells us Keia will never stop moving…and every woman in sports is better for it!

FQ: What’s the worst career advice you’ve gotten?

KC: I’ve actually received very little career advice, which I’ve learned over time is not rare for women or women of color in corporate workspaces.

What’s the best piece of non-obvious career advice you’ve gotten?

To embrace your identity. Something we focus on at the New York Liberty is to show up as your true self and celebrate your unique perspective and identity. We know diverse backgrounds and experiences are a strength and provide valuable insights to the sports industry. I like to say, “You can’t do what’s possible for your team until you see what’s possible for yourself.” As CEO, I’m so proud that the work we do as a team breaks barriers and directly impacts a league that is a majority of women of color.

What was a “heartbeat moment” for you in your career?

A “heartbeat moment” for me in my career came just recently when we won the 2024 WNBA championship—the Liberty’s first in franchise history! I have been proud to be a part of this team for 14 seasons now. This includes our days in Madison Square Garden, relocating to Westchester, helping lead us through our most challenging season, moving to Barclays Center, and facing the obstacles created by the COVID-19 pandemic. Persevering through all these moments made it so much sweeter when we made it to the WNBA Finals last year, and then came back to win it all this year.

If you were accepting a high-caliber award in your industry, who are the three people you would thank that you don't already work with? 

Most of all, I am thankful to my mom who always supported me, and Michelle Collins, my college basketball coach who introduced me to people at my first job—a basketball relationship that led me to my corporate start. Last but not least, the amazing people in the NBA/WNBA’s Team Marketing & Business Operations (TMBO) department (circa 2006) who opened up my world to the mechanics of the front office of successful team franchises.

Where have you caused some good trouble in your career?

I’ve made it my goal to create an environment where everyone—from the front office to staff, players, and fans—is empowered to shake up the status quo, create a new era of women’s basketball, and ensure that diverse ideas and thoughts are encouraged and heard.

Many of our ideas come straight from the minds of Black women, and they are truly responsible for raising standards for the WNBA as a league and across all of women’s sports. Black women are the purveyors of culture, and that is represented across our organization from Ellie the Elephant to Liberty social content, entertainment teams, theme nights, community events, and more.

DEAR FQ

Your burning career questions answered

Amber Coleman-Mortley, of The Female Quotient weighs in:

First, your safety and well-being are important, and any time you speak up for anything, it comes with a risk. Remember, your courage in speaking up can inspire others to do the same and create a more positive and inclusive workplace. But before you act, consider how much support you would have if you speak up. Here are some anonymous and not-so-anonymous suggestions on how to move forward:

• Speak to your colleague privately: Have a private conversation with your colleague to express your concern and offer your support. Let them know you've noticed their discomfort and are there to listen. Avoid making assumptions about their experience and allow them to share their perspective. Your role is not to solve the problem, but to provide a supportive ear and be there for them.

• Advise your colleague to document the behavior: They should keep a record of the specific instances of the manager's demeaning comments. This documentation can be crucial if they need to escalate the issue.

• Escalate the issue: Consider speaking to your HR department in confidence. Clearly explain the situation and ask them to reach out to your colleague for information and support.

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

Employees are helping their teammates achieve their goals

ICYMI: You might be a mentor to someone without even realizing it. A mentor doesn’t need to be a formal arrangement with someone more senior at work. “Mentorship isn’t just top down; it can be up, down, and all around,” says The Female Quotient’s founder and CEO, Shelley Zalis.

We’re firm believers in “mentorship in the moment,” or seizing the nuggets of advice as they come, and being open to new people and places that challenge our preconceived notions, thoughts, and instincts.

When in doubt? Ask for advice or input from people who’ve been through what you’re facing. There’s no need to make mentorship a big formal thing—seek it out when you need it. What’s that saying? If you want to go fast, go alone. If you want to go far, go together. Thanks to women like Keia Clarke, Shelley Zalis, and women like you, we’re on track to travel great distances, together.

Xo

The FQ