Email sent from Quartz to a Newsletter subscriber

Quartz Newsletter subscriber

@uifeed.com
Subscribed 6 months ago
<!DOCTYPE html PUBLIC "-//W3C//DTD XHTML 1.0 Transitional//EN" "//www.w3.org/TR/xhtml1/DTD/xhtml1-transitional.dtd">
<html lang="en" style="width: 100%;" xmlns="//www.w3.org/1999/xhtml" xmlns:o="urn:schemas-microsoft-com:office:office" xmlns:v="urn:schemas-microsoft-com:vml" xmlns:w="urn:schemas-microsoft-com:office:word">
 <head>
  <meta content="text/html; charset=utf-8" http-equiv="Content-Type"/>
  <meta content="IE=edge" http-equiv="X-UA-Compatible"/>
  <meta content="width=device-width, initial-scale=1" name="viewport"/>
  <meta name="x-apple-disable-message-reformatting"/>
  <title>
   The Manosphere creep
  </title>
  <style type="text/css">
   table.table100 { background-color: rgba(255, 255, 255, 1); max-width: 600px; padding: 10px }
table.table100>tr>td, table.table100>tbody>tr>td { font-family: Arial, Helvetica, sans-serif; font-size: 14px; color: rgba(0, 0, 0, 1) }
table.table100 h1 { font-family: Arial; font-size: 24px; color: rgba(0, 0, 0, 1) }
table.table100 h2 { font-family: Arial; font-size: 20px; color: rgba(0, 0, 0, 1) }
table.table100 h3 { font-family: Arial; color: rgba(0, 0, 0, 1); font-size: 18px }
.editor-email-button { font-family: Arial; font-size: 14px; background-color: rgba(16, 92, 142, 1); border-radius: 6px; color: rgba(255, 255, 255, 1); width: 100%; height: 35px; padding: 25px }
.dlv-content-wrapper { background-size: auto }
table.table100 a { color: rgba(16, 92, 142, 1) }
table.email-cell-group {
	border-collapse: collapse;
	width: 100%;
	table-layout: fixed;
}

table.socialButton td {
	vertical-align: middle !important;
}

table.table100 {
	margin: 0px auto;
}

img.img100 {
	vertical-align: middle;
}

table.dragndrop {
	table-layout: fixed;
}

table.dragndrop td {
	vertical-align: top;
}

a img {
	border: 0;
}

@media screen {
	img.img100 {
		max-width: 100% !important;
		height: auto !important;
		width: auto;
	}
}

@media screen and (max-width: 600px) {
	table.table100 {
		width: 100% !important;
	}
	
	body {
		margin: 0 !important;
		min-width: 100% !important;
	}
	
	body#MessageViewBody {
		margin: 0px auto !important;
	}
	body > div {
		margin: 0 !important;
	}
	
	u + * table.table100 {
		min-width: 100vw !important;
	}
	
	div > u ~ div table.table100 {
        min-width: 0px !important;
    }
}
.desktophide {
	display: none;
	mso-hide: all;
}

@media screen and (max-width: 450px) {
	ol, ul {
		margin-top: 0px !important;
		margin-bottom: 0px !important;
		padding-top: 16px !important;
		padding-bottom: 16px !important;
	}

	td.td100, table.email-cell-group.responsive > tbody > tr > td {
		display: block !important;
		width: 100% !important;
		box-sizing: border-box !important;
	}
	table.email-cell-group.desktophide {
		display: table !important;
	}
	td.td100.mobilehide, table.email-cell-group.responsive > tbody > tr > td.mobilehide, table.email-cell-group > tbody > tr > td.mobilehide {
		display: none !important;
	}
	table.dragndrop.responsive > colgroup, table.email-cell-group.responsive > colgroup, table.email-cell-group.responsive > colgroup > col {
		display: none !important;
	}

	img.img100 {		
		width: 100% !important;
		object-fit: contain !important;
	}
}
/* baseline */
@media screen {
	img.imgMap100 {
		display: none !important;
	}
	img.baselineMap {
		display: block !important;
	}
}

@media screen and (max-width: 450px) {
	img.baselineMap {
		display: none !important;
		width: 0 !important;
		max-height: 0 !important;
	}
}
@media screen and (max-width: 450px) {
	tr.trpad20 > td {
		padding-left: 20px !important;
		padding-right: 20px !important;
	}
}
  </style>
  <!--[if gte mso 9]><xml><o:OfficeDocumentSettings><o:AllowPNG/><o:PixelsPerInch>96</o:PixelsPerInch></o:OfficeDocumentSettings></xml><![endif]-->
 </head>
 <body>
  <div id="PreHeader" style="display: none !important; mso-hide:all;">
   When online misogyny shows up at work
  </div>
  <img alt="" height="1" src="https://inboxflows.com/_/image/https%253A%252F%252Fwww.ne16.com%252Fdo%252F10470578%252F226372826%252F1009501%252F1.gif%253Fx%253D0dfad3ba/?inbox_flows_img_sig=eyJwYXRoIjoiaHR0cHMlM0ElMkYlMkZ3d3cubmUxNi5jbyIsInRpbWUiOjE3NzQyODIwNTIuNDgxOTkzNH0:1w4hoS:f8GjhpNSY40TvaDGsLg4IGuHiMLRYhRYH8YnmoTf8-c" width="1"/>
  <table align="center" bgcolor="#FFFFFF" border="0" cellpadding="0" cellspacing="0" style="font-family: Verdana; color: #444444; text-align:center;" width="100%">
   <tr>
    <td align="center" style="text-align:center;font-size:xx-small">
     <a aria-label="Email tracking pixel">
      ‌
     </a>
     <br/>
     <a style="font-size: xx-small; color:#336699" target="_blank">
      View as a Web page
     </a>
     <br/>
     <br/>
    </td>
   </tr>
  </table>
  <table cellpadding="0" cellspacing="0" class="dlv-content-wrapper" style="background-size:auto;" width="100%">
   <tbody>
    <tr>
     <td align="center">
      <table align="center" bgcolor="#FFFFFF" border="0" bordercolor="#FFFFFF" cellpadding="0" cellspacing="0" class="table100" style="background-color:#FFFFFF;max-width:600px;padding:10px;margin:0px auto" width="600">
       <tr>
        <td style="font-family:Arial,Helvetica,sans-serif;font-size:14px;color:#000000">
         <table border="0" cellpadding="0" cellspacing="0" class="dragndrop edited" data-rss-posts="undefined" height="100%" style="table-layout:fixed;" width="100%">
          <tbody>
           <tr>
            <td class="td100" colspan="6" style="width:100%;font-size:1px;vertical-align:top;font-family:Arial,Helvetica,sans-serif;color:#000000">
             <img class="img100" height="auto" src="https://inboxflows.com/_/image/https%253A%252F%252Feditor.ne16.com%252Fquartz-prod%252F092725-quartz-leadership.png/?inbox_flows_img_sig=eyJwYXRoIjoiaHR0cHMlM0ElMkYlMkZlZGl0b3IubmUxNiIsInRpbWUiOjE3NzQyODIwNTIuNDgyNTMzN30:1w4hoS:zA3p-GKOHg3XbMCrFA2e2og0oM_p-tZqHVDrhx7dEXs" style="width:600px;max-height:175px;vertical-align:middle;" width="600"/>
            </td>
           </tr>
           <tr>
            <td class="td100" colspan="6" style="font-family:Arial,Helvetica,sans-serif;color:#000000;font-size:20px;text-align:center;vertical-align:middle;width:100%;padding-top:15px;padding-bottom:15px">
             <div>
              Monday, March 23, 2026
             </div>
            </td>
           </tr>
           <tr>
            <td align="center" class="td100" colspan="6" style="width:100%;padding-top:5px;padding-bottom:5px;vertical-align:top;font-family:Arial,Helvetica,sans-serif;font-size:14px;color:#000000">
             <div class="ruleContent">
              <table align="center" border="0" cellpadding="0" cellspacing="0" style="border:0 #9B9B9B;height:2px;width:80%;text-align:center;color:#9B9B9B;margin:0 auto;background-color:#0F172A;border-left-width:0;border-right-width:0">
               <tr>
                <td style="font-size:2px;mso-line-height-rule:exactly;line-height:2px;vertical-align:top;font-family:Arial,Helvetica,sans-serif;color:#000000">
                </td>
               </tr>
              </table>
             </div>
            </td>
           </tr>
           <tr>
            <td class="td100" colspan="6" height="24" style="width:100%;height:24px;font-size:1px;vertical-align:top;font-family:Arial,Helvetica,sans-serif;color:#000000">
             <!--[if mso]><img src="//editor.ne16.com/spacer.gif" style="mso-hide:all;border:0;"><![endif]-->
            </td>
           </tr>
           <tr class="trpad20">
            <td class="td100" colspan="6" style="line-height:1.5;width:100%;padding:5px 20px;font-family:Georgia,serif;color:#000000;font-size:24px;vertical-align:top;mso-line-height-rule:exactly">
             <h2 style="mso-line-height-rule:exactly;Margin:0;font-family:Arial;font-size:20px;color:#000;">
              When online misogyny shows up at work
             </h2>
            </td>
           </tr>
           <tr class="trpad20">
            <td class="td100" colspan="6" style="padding:20px;line-height:1.4;width:100%;font-size:16px;color:#000000;font-family:Arial,Helvetica,sans-serif;vertical-align:top;mso-line-height-rule:exactly">
             <div>
              <span style="font-size: 16px">
               Red-pill ideology is back under a more mainstream microscope again following the recent Netflix documentary release “Louis Theroux: Inside the 
Manosphere.”
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               The manosphere is a network of online influencers — and their many millions of followers (primarily young men, ages 16–30) — that peddle “alpha masculinity,” in the form of video content and online courses for sale, to purportedly help men make money, get fit, and win the affection of women and the respect of other men. The message to men: The deck (particularly as it pertains to institutions and women) is stacked against them, and to reclaim and achieve status, they 
should adopt a more dominant, self-focused version of masculinity that revolves around money and leverage in relationships.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               Critics say these influencers reframe real struggles around loneliness and economic pressures into narratives that blame women for men’s problems, normalizing distrust of, and disrespect toward, women.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               The documentary doesn’t explore workplace impact, but culture doesn’t stay online. It infiltrates 
relationships, families, and work life.
               <span class="ql-cursor">
                
               </span>
              </span>
             </div>
            </td>
           </tr>
           <tr>
            <td class="snippet td100" colspan="6" style="width:100%;position:static;vertical-align:top;font-family:Arial,Helvetica,sans-serif;font-size:14px;color:#000000">
             <table border="0" cellpadding="0" cellspacing="0" class="dragndrop" data-rss-posts="undefined" height="100%" style="table-layout:fixed;" width="100%">
              <tbody>
               <tr style="background-color:#EFF5F8">
                <td class="td100" colspan="6" height="24" style="width:100%;background-color:#EFF5F8;height:24px;font-size:1px;vertical-align:top;font-family:Arial,Helvetica,sans-serif;color:#000000">
                 <!--[if mso]><img src="//editor.ne16.com/spacer.gif" style="mso-hide:all;border:0;"><![endif]-->
                </td>
               </tr>
               <tr class="trpad20" style="background-color:#EFF5F8">
                <td class="td100" colspan="6" style="padding:5px 20px;width:100%;vertical-align:middle;text-align:center;background-color:#EFF5F8;font-family:Arial,Helvetica,sans-serif;font-size:14px;color:#000000">
                 <div>
                  SPONSORED
                 </div>
                </td>
               </tr>
               <tr>
                <td class="td100" colspan="6" style="width:100%;font-size:1px;vertical-align:top;font-family:Arial,Helvetica,sans-serif;color:#000000">
                 <a aria-label="Linked image" style="color:#105C8E;" target="_blank">
                  <img class="img100" data-linktype="Normal" data-target="_blank" height="auto" src="https://inboxflows.com/_/image/https%253A%252F%252Feditor.ne16.com%252Fquartz-leadership%252F032326-t-mobile_1.jpg/?inbox_flows_img_sig=eyJwYXRoIjoiaHR0cHMlM0ElMkYlMkZlZGl0b3IubmUxNiIsInRpbWUiOjE3NzQyODIwNTIuNDgyNjQ4fQ:1w4hoS:uLTnmB1S60cP9ZdCZB5a02vVs5BAx8TPkdhdtxTEllk" style="width:600px;max-height:400px;vertical-align:middle;border:0;" width="600"/>
                 </a>
                </td>
               </tr>
               <tr class="trpad20" style="background-color:#EFF5F8">
                <td class="td100" colspan="6" style="padding:10px 20px;font-family:Arial,Helvetica,sans-serif;color:#168DD9;line-height:1.5;width:100%;background-color:#EFF5F8;vertical-align:top;font-size:14px;mso-line-height-rule:exactly">
                 <h2 style="mso-line-height-rule:exactly;Margin:0;font-family:Arial;font-size:20px;color:#000;">
                  <span style="color:#000000;font-size:24px">
                   Save up to $1,100 on iPhone 17 Pro for
your business with T-Mobile
                   <span class="ql-cursor">
                    
                   </span>
                  </span>
                 </h2>
                </td>
               </tr>
               <tr class="trpad20" style="background-color:#EFF5F8">
                <td class="td100" colspan="6" style="padding:10px 20px;line-height:1.5;width:100%;background-color:#EFF5F8;vertical-align:top;font-family:Arial,Helvetica,sans-serif;font-size:14px;color:#000000;mso-line-height-rule:exactly">
                 <div>
                  <span style="font-size:16px;font-family:Arial,Helvetica,sans-serif;color:#000000;background-color:rgba(0,0,0,0)">
                   Equip your team with the new iPhone 17 Pro, the next-gen of connectivity. 
And right now, when you switch to T-Mobile, save up to $1,100 with trade when you activate on SuperMobile*.
                  </span>
                 </div>
                 <div>
                  <br/>
                 </div>
                 <div>
                  <span style="font-size:16px;font-family:Arial,Helvetica,sans-serif;color:#000000;background-color:rgba(0,0,0,0)">
                   SuperMobile gives you:
                  </span>
                 </div>
                 <ul style="font-family:Arial,Helvetica,sans-serif;font-size:16px;color:#000000">
                  <li>
                   <span class="ql-ui">
                   </span>
                   <span style="font-size:16px;font-family:Arial,Helvetica,sans-serif;color:#000000;background-color:rgba(0,0,0,0)">
                    America's Best Network with satellite 
backup built in
                   </span>
                  </li>
                  <li>
                   <span class="ql-ui">
                   </span>
                   <span style="font-size:16px;font-family:Arial,Helvetica,sans-serif;color:#000000;background-color:rgba(0,0,0,0)">
                    Intelligent network performance that prioritizes your business apps
                   </span>
                  </li>
                  <li>
                   <span class="ql-ui">
                   </span>
                   <span style="font-size:16px;font-family:Arial,Helvetica,sans-serif;color:#000000;background-color:rgba(0,0,0,0)">
                    Built-in security that protects your team on any network
                   </span>
                  </li>
                 </ul>
                 <div>
                  <span style="font-size:16px;font-family:Arial,Helvetica,sans-serif;color:#000000;background-color:rgba(0,0,0,0)">
                   Upgrade your team's phones and your coverage. Learn more on T-Mobile's website.
                  </span>
                 </div>
                </td>
               </tr>
               <tr style="background-color:#EFF5F8">
                <td class="td100" colspan="6" style="width:100%;background-color:#EFF5F8;vertical-align:middle;text-align:center;font-family:Arial,Helvetica,sans-serif;font-size:14px;color:#000000">
                 <table border="0" cellpadding="0" cellspacing="0" style="margin: 0 auto;" width="90%">
                  <tbody>
                   <tr>
                    <td align="center" bgcolor="#105C8E" style="text-align:center;-webkit-border-radius:6px;-moz-border-radius:6px;border-radius:6px;font-family:Arial,Helvetica,sans-serif;font-size:14px;color:#000000">
                     <table align="center" border="0" cellpadding="0" cellspacing="0" style="border:none; border-spacing: 0; border-collapse: collapse; mso-table-lspace:0; mso-table-rspace:0; mso-margin-top-alt:0px; mso-margin-bottom-alt:0px; mso-padding-alt: 0px 0px 0px 0px;" width="100%">
                      <tbody>
                       <tr>
                        <td height="40" style="vertical-align:middle;text-align:center;font-family:Arial,Helvetica,sans-serif;font-size:14px;color:#000000" valign="middle">
                         <a style="-webkit-border-radius: 6px; -moz-border-radius: 6px; border-radius: 6px; color: #FFFFFF; text-decoration: none; font-family: Arial; font-size: 18px; font-weight: bold; border: 1px solid #105C8E; display: block; " target="_blank">
                         </a>
                         <table bgcolor="#105C8E" cellpadding="0" cellspacing="0" class="newButton" height="40" style="-webkit-border-radius: 6px; -moz-border-radius: 6px; border-radius: 6px; padding-right:25px;mso-padding-right-alt: 25px;padding-left:25px;mso-padding-left-alt: 25px;padding-top:25px;mso-padding-top-alt: 25px;padding-bottom:25px;mso-padding-bottom-alt: 25px; " width="100%">
                          <tbody>
                           <tr>
                            <td align="center" bgcolor="#105C8E" style="text-align:center;vertical-align:middle;-webkit-border-radius:6px;-moz-border-radius:6px;border-radius:6px;font-family:Arial,Helvetica,sans-serif;font-size:14px;color:#000000" valign="middle">
                             <table bgcolor="#105C8E" cellpadding="0" cellspacing="0" style="-webkit-border-radius: 6px; -moz-border-radius: 6px; border-radius: 6px; " width="100%">
                              <tbody>
                               <tr>
                                <td align="center" bgcolor="#105C8E" style="text-align:center;-webkit-border-radius:6px;-moz-border-radius:6px;border-radius:6px;font-family:Arial,Helvetica,sans-serif;font-size:14px;color:#000000">
                                 <!--[if !mso]><!-->
                                 <a style="-webkit-border-radius: 6px; -moz-border-radius: 6px; border-radius: 6px; color: #FFFFFF; text-decoration: none; font-family: Arial; font-size:
18px; font-weight: bold; border: none; display: block; ">
                                  Get Started Now
                                 </a>
                                 <!--<![endif]-->
                                 <!--[if mso]><a href="https://www.ne16.com/t/10470578/226372826/9356922/2/1009501/?b44ed14b=ZmQ5NDhlNjEtOWVmYi00ZTRjLWIxZWItMzI4MWIxZmYzYzEx&x=8d954c8e" target="_blank" style="-webkit-border-radius: 6px; -moz-border-radius: 6px; border-radius: 6px; color: #FFFFFF; text-decoration: none; font-family: Arial; font-size: 18px; font-weight: bold; border: none; display: block; ">Get Started 
Now</a><![endif]-->
                                </td>
                               </tr>
                              </tbody>
                             </table>
                            </td>
                           </tr>
                          </tbody>
                         </table>
                        </td>
                       </tr>
                      </tbody>
                     </table>
                    </td>
                   </tr>
                  </tbody>
                 </table>
                </td>
               </tr>
               <tr class="trpad20" style="background-color:#EFF5F8">
                <td class="td100" colspan="6" style="background-color:#EFF5F8;padding:5px 20px;width:100%;text-align:center;vertical-align:top;font-family:Arial,Helvetica,sans-serif;font-size:14px;color:#000000">
                 <div>
                  w/ 24 mo. bill credits when you add a line and trade-in an eligible device on SuperMobile. For qual. customers; + tax &amp; $35 device connection 
charge.
                 </div>
                </td>
               </tr>
               <tr style="background-color:#EFF5F8">
                <td class="td100" colspan="6" style="width:100%;background-color:#EFF5F8;vertical-align:top;font-family:Arial,Helvetica,sans-serif;font-size:14px;color:#000000">
                 <div class="editor-email-codeblock" style="margin: 11px; font-size: 14px; display: flex; flex-direction: column; justify-content: center">
                  <img height="1" src="https://inboxflows.com/_/image/https%253A%252F%252Fwww.vpdae.com%252Fopen%252F8311ae37.gif%253Fopens%253D1/?inbox_flows_img_sig=eyJwYXRoIjoiaHR0cHMlM0ElMkYlMkZ3d3cudnBkYWUuYyIsInRpbWUiOjE3NzQyODIwNTIuNDgyNzQ2Nn0:1w4hoS:72BMsI3Qk8uGObT6TSt3bBzDY97AoAMVBI_TGyxgdQs" width="1"/>
                 </div>
                </td>
               </tr>
              </tbody>
             </table>
            </td>
           </tr>
           <tr class="trpad20">
            <td class="td100" colspan="6" style="padding:20px;line-height:1.4;width:100%;font-size:16px;font-family:Arial,Helvetica,sans-serif;color:#000000;vertical-align:top;mso-line-height-rule:exactly">
             <div>
              <span style="font-size: 16px">
               According to a
              </span>
              <a data-linktext="global study" data-linktype="Normal" style="color:#105C8E;font-size:16px;" target="_blank">
               global study
              </a>
              <span style="font-size: 16px">
               of Gen Z men (born between 1997 and 2012) by Ipsos and King’s Business School in London, 31% of these men say that a wife should obey her husband, and 33% say when husbands and wives disagree on important decisions, husbands should have the final say.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               Women, who make up half of all workplace managers today, are significantly more likely than men to experience microaggressions that undermine their competence — such as having their judgment questioned or being 
mistaken for more junior employees, according to McKinsey and LeanIn’s 2024 Women in the Workplace report. These experiences have measurable consequences: Women who face frequent microaggressions are 2.7 times more likely to consider leaving their jobs and 4.2 times more likely to almost always feel burned out.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               Sexism predates the manosphere, of course, so there’s no way to know what percentage of these work conditions stem from modern-day 
influencers.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               “What you allow, you encourage,” said Imamu Tomlinson, author and host of
              </span>
              <em style="color:#105C8E;font-size:16px">
               <a data-linktext="Less Than One Percent" data-linktype="Normal" style="color:#105C8E;" target="_blank">
                Less Than One Percent
               </a>
              </em>
              <span style="font-size: 16px">
               , and CEO of Vituity, a national 
healthcare company.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               Culture drift happens quietly. Leaders must actively shape behavior — not just react to it, Tomlinson said.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               “Leadership can ensure that all voices in the room are encouraged to impact the discussion,” he said. “This includes taking an active role in making sure that cliques don't form. Making sure that individuals with different strengths and weaknesses are paired together on projects. Don't give anyone
in the room the opportunity to disengage by encouraging them to speak up. One important way this can also happen is to set the rules of engagement — so people are aware of what behaviors are NEVER tolerated.”
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               When we don’t intentionally design our culture, it defaults to any behaviors that go unchallenged.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <h2 style="mso-line-height-rule:exactly;Margin:0;font-family:Arial;font-size:20px;color:#000;">
              <span style="font-size:20px;font-family:Arial;color:#000000">
               ‘Death by a thousand paper cuts’
              </span>
             </h2>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               Like a relationship that seems to imperceptibly erode over many moments and years, patterns of workplace deterioration emerge. They are subtle, cumulative, and frighteningly enough, often plausibly deniable.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               They are not isolated incidents, and when leaders fail to name and address them early, negative outcomes can 
emerge.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               “The patterns show up in the language people use, the workplace conflicts they describe, and the reasons they give for leaving jobs,” said Maryam House, founder and COO of ResumeYourWay, a career consulting firm.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               “The clearest signal is in how authority gets challenged,” House said. “I've had female clients in management roles tell me they're leaving positions not because of one big incident but because of a steady
accumulation of small ones. A direct report who only takes direction from male colleagues. Meeting contributions that get repeated by a male peer and suddenly get traction. Being described as ‘emotional’ for the same directness that gets a male manager called ‘decisive.’ These aren't new problems, but clients are telling us they feel the resistance has gotten louder and more deliberate in the last two years.”
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               The signals may be difficult for some people to understand, said Ruth 
Young-Loaeza, CEO and inventor at NEET Sheets.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               “In 2018, I was selected as one of three finalists on live television for a pitch competition, and I was the only woman,” Young-Loaeza said. “I knew before I opened my mouth that I would need to work twice as hard as the men beside me just to get half the credit. That right there is the signal.”
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               Male leaders don’t get challenged in the same way women leaders do, she 
said.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               “Documenting incidents, dates, and witnesses will show leadership the bigger picture instead of just isolated incidents,” Young-Loaeza said. “Forming alliances with male allies that speak up with you will help you to change the situation faster than going it alone. Addressing inappropriate behavior when it occurs will stop perpetuation and send a message about what the workplace stands for.”
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               Riky Hanaumi, the 
clinical director at Quadrant Health Group, said manosphere and red-pill ideas are now more widespread among younger employees in the organizations she works with.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               “I noticed during my coaching of one team that a junior male employee interacted productively with the male leaders, but became sharp-toned, interruptive, and didn’t follow through when interacting with a female manager,” Hanaumi said. “The problem is not really one of behavior as much as it is of psychological 
safety.”
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               Another problem, Hanaumi said, are male leaders and coworkers who don’t support these ideas, but fail to speak up when witnessing them in action.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               “Explicit cultural framing from leadership helps: naming what respectful behavior looks like, and not merely reacting when problems arise,” she said. “When one executive noticed more negative assumptions about women’s potential than about men’s, she addressed it as a 
cultural issue to work on.”
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               “Women display this third pattern more than other groups. It’s painful to watch supercompetent women managers cushion decisions or give excess explanations to avoid being branded ‘mean’ or ‘harsh.’ When organizations accept biased responses, they are inadvertently forcing these women to water down their leadership. The result is not just gender conflict: Both women and men lose trust in their colleagues and make decisions more slowly, and there is less 
true collaboration.”
              </span>
             </div>
             <div>
              <br/>
             </div>
             <h2 style="mso-line-height-rule:exactly;Margin:0;font-family:Arial;font-size:20px;color:#000;">
              <span style="font-size:20px;font-family:Arial;color:#000000">
               The cost of misogyny
              </span>
             </h2>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               Long before any of this is recognized as an HR issue, it’s a performance issue.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               Manosphere ideology leads to the loss of measurable output to teams before anyone ever puts a name to it, said attorney 
Robert Tsigler.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               “Most managers miss it at the early stages because initially it doesn't appear to be a problem,” Tsigler said. “It has the appearance of a personality conflict. A male employee accepts direction from male managers without comment, but continually pushes back when the same direction is received from a woman. The credit gets silently diverted. A woman suggests an idea, a male colleague repeats it 10 minutes later, and the room responds in a more positive way the second 
time. Nobody flags it. Nobody documents it.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               “In the case of a team of 10, losing the full participation of two or three people from this kind of friction would reduce meaningful output by 20-30%. That number compounds. The people taking in the friction don't publicize their disengagement. They simply don't bring their full effort to work anymore and you don't realize it until they hand their resignation in.”
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               Tsigler 
echoed House and Young-Loaeza’s experiences of it showing up less as isolated instances, and more as a more subtle pattern.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               “That's the part that most leaders do not get right. They wait for something documentable, something that clears some formal threshold, and the damage by then is structural,” Tsigler said.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <h2 style="mso-line-height-rule:exactly;Margin:0;font-family:Arial;font-size:20px;color:#000;">
              <span style="font-size:20px;font-family:Arial;color:#000000">
               Things for leaders to watch for
              </span>
             </h2>
             <div>
              <span style="font-size: 16px">
               <span class="ql-cursor">
                
               </span>
              </span>
             </div>
             <div>
              <span style="font-size: 16px">
               “Watch for complaint asymmetry,” Tsigler said. “Watch out for meetings where women are interrupted at a rate that their male counterparts do not. Watch for those side conversations that occur after the woman has already given direction and the male team members relitigate the decision before taking action. Two or three of these 
behaviors appearing together over a six month period of time is a structural problem, and not a personality conflict.”
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               Male leaders have a tool that no HR policy can replicate and most of them leave it on the table, he said.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               “Peer-level modeling is that tool,” he said. “A male manager who openly gives credit to a female colleague, or defers to her expertise in front of the team and addresses any dismissive behaviour from 
male reports.”
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               The ask for male leaders is direct, Tsigler said: Don't wait for HR.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               “Don't wait for a formal complaint. Address it the first time you see the pattern, keep it factual, keep it brief and document it the same day,” he said.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               “Female leaders confronted with this need a different response. Specific documentation matters here, dates, behaviors, 
witnesses, and the business cost of each incident, escalated before the behavior crosses a legally actionable threshold,” he said. “Waiting that long means the work has already been lost and so have the people.”
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="font-size: 16px">
               —Matthew Fray
              </span>
             </div>
            </td>
           </tr>
           <tr class="trpad20">
            <td class="td100" colspan="6" style="line-height:1.5;width:100%;padding:5px 20px;font-family:Georgia,serif;color:#000000;font-size:24px;vertical-align:top;mso-line-height-rule:exactly">
             <h2 style="mso-line-height-rule:exactly;Margin:0;font-family:Arial;font-size:20px;color:#000;">
              Recommended
             </h2>
            </td>
           </tr>
           <tr>
            <td class="snippet td100" colspan="6" style="width:100%;position:static;vertical-align:top;font-family:Arial,Helvetica,sans-serif;font-size:14px;color:#000000">
             <table border="0" cellpadding="0" cellspacing="0" class="dragndrop" data-rss-posts="undefined" height="100%" style="table-layout:fixed;" width="100%">
              <tbody>
               <tr class="trpad20" style="background-color:#E9F2F9">
                <td class="td100" colspan="6" style="font-family:Arial,Helvetica,sans-serif;line-height:1.3;width:100%;background-color:#E9F2F9;font-size:16px;padding:20px;vertical-align:top;color:#000000;mso-line-height-rule:exactly">
                 <div style="line-height: 1.5">
                  <strong style="font-size: 20px; font-family: Georgia, serif">
                   What would your employees say about working at your company?
                  </strong>
                 </div>
                 <div style="line-height: 1.5">
                  <br/>
                 </div>
                 <div style="line-height: 1.5">
                  We're conducting confidential employee engagement surveys for the
                  <strong>
                   2026 Best Places to Work
                  </strong>
                  report. Companies that participate receive their results at no cost — whether they make the list or not.
                 </div>
                 <div style="line-height: 1.5">
                  <br/>
                 </div>
                 <div style="line-height: 1.5">
                  Registration is
                  <strong>
                   free
                  </strong>
                  . Open to any US company with 10+ employees.
                 </div>
                 <div style="line-height: 1.5">
                  <br/>
                 </div>
                 <div style="line-height: 1.5">
                  <strong style="font-size:18px;color:#105C8E">
                   <a data-linktext="Register now" data-linktype="Normal" style="color:#105C8E;" target="_blank">
                    Register by May 8 →
                   </a>
                   
                  </strong>
                 </div>
                </td>
               </tr>
              </tbody>
             </table>
            </td>
           </tr>
           <tr>
            <td class="td100" colspan="6" height="24" style="width:100%;height:24px;font-size:1px;vertical-align:top;font-family:Arial,Helvetica,sans-serif;color:#000000">
             <!--[if mso]><img src="//editor.ne16.com/spacer.gif" style="mso-hide:all;border:0;"><![endif]-->
            </td>
           </tr>
           <tr>
            <td class="snippet td100" colspan="6" style="width:100%;vertical-align:top;font-family:Arial,Helvetica,sans-serif;font-size:14px;color:#000000">
             <table border="0" cellpadding="0" cellspacing="0" class="email-cell-group" style="border-collapse:collapse;width:100%;table-layout:fixed;">
              <colgroup>
               <col width="17%"/>
               <col width="17%"/>
               <col width="17%"/>
               <col width="17%"/>
               <col width="17%"/>
               <col width="17%"/>
              </colgroup>
              <tbody>
               <tr>
                <td align="center" colspan="6" style="width:100%;vertical-align:top;font-family:Arial,Helvetica,sans-serif;font-size:14px;color:#000000">
                 <div class="ruleContent">
                  <table align="center" border="0" cellpadding="0" cellspacing="0" style="border:0 
#9B9B9B;height:1px;width:100%;text-align:center;background-color:#999999;color:#9B9B9B;margin:0 auto;border-left-width:0;border-right-width:0">
                   <tr>
                    <td style="font-size:1px;mso-line-height-rule:exactly;line-height:1px;vertical-align:top;font-family:Arial,Helvetica,sans-serif;color:#000000">
                    </td>
                   </tr>
                  </table>
                 </div>
                </td>
               </tr>
               <tr>
                <td colspan="6" style="vertical-align:middle;text-align:center;padding-top:10px;padding-bottom:10px;width:100%;font-size:1px;font-family:Arial,Helvetica,sans-serif;color:#000000">
                 <a aria-label="Linked image" style="color:#105C8E;" target="_blank">
                  <img class="img100" data-linktype="Normal" data-target="_blank" height="auto" src="https://inboxflows.com/_/image/https%253A%252F%252Feditor.ne16.com%252Fquartz-prod%252F070125-quartz-logo.png/?inbox_flows_img_sig=eyJwYXRoIjoiaHR0cHMlM0ElMkYlMkZlZGl0b3IubmUxNiIsInRpbWUiOjE3NzQyODIwNTIuNDgyODQyfQ:1w4hoS:q2prCq_wV7ZRXxWG2QKhT1uFWlzZJi_L0KDgDB9xFc0" style="box-sizing:border-box;padding-top:0;padding-bottom:0;width:200px;max-height:32px;vertical-align:middle;border:0;" width="200"/>
                 </a>
                </td>
               </tr>
               <tr>
                <td colspan="6" style="padding-top:5px;padding-bottom:5px;width:100%;vertical-align:top;font-family:Arial,Helvetica,sans-serif;font-size:14px;color:#000000">
                 <div style="text-align: center">
                  <br/>
                 </div>
                </td>
               </tr>
               <tr>
                <td colspan="6" style="width:100%;vertical-align:top;font-family:Arial,Helvetica,sans-serif;font-size:14px;color:#000000">
                 <div style="text-align: center">
                  <br/>
                 </div>
                </td>
               </tr>
               <tr>
                <td colspan="6" style="width:100%;vertical-align:top;font-family:Arial,Helvetica,sans-serif;font-size:14px;color:#000000">
                 <div style="text-align: 
center">
                  <br/>
                 </div>
                </td>
               </tr>
              </tbody>
             </table>
            </td>
           </tr>
          </tbody>
         </table>
        </td>
       </tr>
      </table>
     </td>
    </tr>
   </tbody>
  </table>
  <table cellpadding="0" cellspacing="0" width="100%">
   <tbody>
    <tr>
     <td align="center">
     </td>
    </tr>
   </tbody>
  </table>
 </body>
</html>
1 week ago - leadership@e.qz.com
The Manosphere creep
When online misogyny shows up at work ‌ View as a Web page Monday, March 23, 2026 When online mis...
Inboxes List

Quartz Newsletter subscriber
