Most women are screwed in the workforce.

All the glowing WOHM life retelling does not factor in toxic male bosses and their harassment.

- SAHM

I've seen this kind of thing before.

Where the disliked employee gets "rescued" and laterals to another group.

You cannot fix irrational dislike. And your chances of getting a sexist boss fired by documenting are very low.

Separate them if you can. Let the employee know subtly that the sexist boss is looking for something "different" out of her work.

I've been directly affected by sexism at work. I had to appease a guy like this to keep my well-paying job. I also recently lateraled because another man doesn't think I'm promotion-worthy over 35 year old men doing exactly the same work.

I sympathize but it will be difficult to get out of this jam. Lower status employee usually ends up folding.

Anonymous wrote:

Anonymous wrote:For the next six months, you present all of her work as having been done by a male colleague and at the end of the six months you break it to him.

Also, you can help her find a better team.

You can also report it to his supervisor.

You can document everything he does, everything he says, and you can report it to HR.

These are multiple ways that you can deal with this.

Op - going above your boss to their supervisor is pretty big deal (and in this case the supervisor is a c suite individual at a large company). How do they decide if it’s fair or not to decide an employee is not meeting expectations?

DP, but... your boss doesn't like her, and he can't articulate the reason. You find nothing wrong with her work. Personality clashes can happen. You don't have to report him as in he's discriminating against her, but maybe you can have a conversation with someone to say that this girl is really good and you're looking for a better fit elsewhere in the company. It's crazy unfair that she should lose her job for no apparent reason.

She's your report. Stand up for her if you think you should. Wonder if something else is going on - did they have a romantic relationship? Otherwise, why does he even care so much about her?

Anonymous wrote:For the next six months, you present all of her work as having been done by a male colleague and at the end of the six months you break it to him.

Also, you can help her find a better team.

You can also report it to his supervisor.

You can document everything he does, everything he says, and you can report it to HR.

These are multiple ways that you can deal with this.

Op - going above your boss to their supervisor is pretty big deal (and in this case the supervisor is a c suite individual at a large company). How do they decide if it’s fair or not to decide an employee is not meeting expectations?

Anonymous wrote:

Anonymous wrote:For the next six months, you present all of her work as having been done by a male colleague and at the end of the six months you break it to him.

Also, you can help her find a better team.

You can also report it to his supervisor.

You can document everything he does, everything he says, and you can report it to HR.

These are multiple ways that you can deal with this.

op - this is absolutely brilliant

I think this idea is fantastic but probably hard to execute.

As for Claude--I was once sent to (in house) writing training after several excruciating editing episodes. Told the instructor my goal was to shorten / mitigate these editing cycles. Gave them a sample of a before and after (my first draft then the "edited" version). Instructor could find little to complain about in my first draft and thought basically every sentence of the "edited" version was problematic. Awesome.

Anonymous wrote:For the next six months, you present all of her work as having been done by a male colleague and at the end of the six months you break it to him.

Also, you can help her find a better team.

You can also report it to his supervisor.

You can document everything he does, everything he says, and you can report it to HR.

These are multiple ways that you can deal with this.

op - this is absolutely brilliant

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:What reason did he give?

he just says things like 'she's not good'. He says that a lot about her and her deliverables.

It's funny we recently showed him a deliverable that we had compiled almost wholly using claude cowork from direction he'd given in emails, messages and meetings and he said it was 'really bad'.

I asked him to sit with her and try to show her how to improve and admitted that I wasn't able to understand what she was doing wrong myself and he said 'she's just the wrong person for this job and we need to manage her out'.

I don't even know what this means/how it is relevant. You used AI and the results were bad? Cool story. That has nothing to do with her or her work. You say she's an excellent performer, yet you want HIM to sit down with YOUR direct report to show her how to improve? Sounds like the problem is you, not her.

Surely you have KPIs, metrics, things you can track on her deliverables?

op - you seem pretty mad about this for some reason but I'll explain.

We created a deliverable out of HIS directions and input. Not sure how familiar you are with these tools, but when your AI is integrated into your work apps you can pull transcripts from meetings, and emails, and messages that have been sent and then you have a record of what has been discussed. He said 'this document needs to reflect x, y and z'. She sent it back to him, and before I could share with him that it was a compilation of his own directives, when he thought it was her guidance, he said it was bad.

Anonymous wrote:For the next six months, you present all of her work as having been done by a male colleague and at the end of the six months you break it to him.

Also, you can help her find a better team.

You can also report it to his supervisor.

You can document everything he does, everything he says, and you can report it to HR.

These are multiple ways that you can deal with this.

I love this! Sinister! 😈😈😈

Anonymous wrote:

Anonymous wrote:What reason did he give?

he just says things like 'she's not good'. He says that a lot about her and her deliverables.

It's funny we recently showed him a deliverable that we had compiled almost wholly using claude cowork from direction he'd given in emails, messages and meetings and he said it was 'really bad'.

I asked him to sit with her and try to show her how to improve and admitted that I wasn't able to understand what she was doing wrong myself and he said 'she's just the wrong person for this job and we need to manage her out'.

I don't even know what this means/how it is relevant. You used AI and the results were bad? Cool story. That has nothing to do with her or her work. You say she's an excellent performer, yet you want HIM to sit down with YOUR direct report to show her how to improve? Sounds like the problem is you, not her.

Surely you have KPIs, metrics, things you can track on her deliverables?

For the next six months, you present all of her work as having been done by a male colleague and at the end of the six months you break it to him.

Also, you can help her find a better team.

You can also report it to his supervisor.

You can document everything he does, everything he says, and you can report it to HR.

These are multiple ways that you can deal with this.

Anonymous wrote:What reason did he give?

he just says things like 'she's not good'. He says that a lot about her and her deliverables.

It's funny we recently showed him a deliverable that we had compiled almost wholly using claude cowork from direction he'd given in emails, messages and meetings and he said it was 'really bad'.

I asked him to sit with her and try to show her how to improve and admitted that I wasn't able to understand what she was doing wrong myself and he said 'she's just the wrong person for this job and we need to manage her out'.

This seems like something that could backfire on him. Unless he somehow turns it around and makes it about you not managing her?

What reason did he give?

My boss, who it has become clear to me - and others - has some gender biases, has asked me to performance manage out one of my direct reports. The problem is, she's an excellent performer but has been a target for him for a while now. I really dont know what to do because in addition to my own opinion, she has won peer awards and is appreciated beyond our team. I can't make boss support someone on the team who he doesn't like, but it feels like an impossible situation. Any advice?