Exploring the Psychological Effects of Mansplaining to Women Working in Male-Dominated Workplaces: A Case Study

Abstract

This study explored the psychological effects of mansplaining on women employed in male-dominated workplaces in the Philippines, focusing on how women interpret, experience, and respond to gendered communication bias in professional environments. Anchored on the theory of Competence-Questioning Communication, the study examined how behaviors such as unsolicited explanations, interruptions, dismissal of expertise, and voice nonrecognition reinforce gender inequality and undermine women’s professional credibility. A descriptive multiple-case qualitative research design was utilized, with female professionals from male-dominated industries serving as participants. Purposive sampling was employed to select approximately six to eight respondents who had experienced mansplaining in workplace settings. Data were gathered through semi-structured in-depth interviews and analyzed using qualitative thematic analysis and cross-case comparison. Findings revealed that participants frequently experienced interruptions, condescending explanations, unequal recognition, and invalidation of expertise within workplace interactions. These experiences contributed to emotional exhaustion, self-doubt, anxiety, reduced confidence, hesitation in professional discussions, and diminished workplace participation. Participants employed coping strategies such as evidence-based communication, selective confrontation, written follow-ups, emotional regulation, and mentorship support to maintain professional credibility. However, the study emphasized that individual coping mechanisms alone are insufficient without organizational support. The findings highlighted the importance of inclusive leadership, gender-sensitive communication training, mentorship initiatives, and institutional policies that promote equitable participation and respectful workplace interactions. The study aligns with Sustainable Development Goal (SDG) 5: Gender Equality, SDG 8: Decent Work and Economic Growth, and SDG 3: Good Health and Well-Being by addressing workplace gender bias, inclusive organizational practices, and psychological well-being among women professionals. The research contributes to sustainability by promoting equitable workplace cultures, psychological safety, institutional inclusivity, and organizational practices that support long-term employee well-being, professional growth, and gender equity in male-dominated industries.