How Weaponized Incompetence Sabotages Women at Work
I've noticed one of the silent contributors to women's exhaustion and burnout, not just at work but also at home: the subtle yet insidious presence of weaponized incompetence. I always think—how often are we silently sabotaged, pressured to pick up the slack for someone else's deliberate incompetence?
This sly tactic involves pretending not to know how to do something to avoid responsibility, leaving others—usually women—to pick up the slack. Deeply rooted in both domestic life and the workplace, it disproportionately affects women who are conditioned to step in and "save the day." Those who sidestep tasks rely on outdated gender norms to shirk responsibility. If we don't address this in the workplace, we allow gender inequality to persist, letting productivity decline and burnout thrive.
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So, what is weaponized incompetence?
Weaponized incompetence is a subtle yet powerful form of manipulation where someone intentionally underperforms or pretends to be less capable to avoid certain tasks or responsibilities. This behavior forces others—often women—to pick up the slack, leading to an unfair distribution of labor. In the workplace, weaponized incompetence often manifests in tasks that are deemed less desirable or non-promotable, such as administrative duties or routine maintenance, which are crucial but do not lead to career advancement. The impact of this behavior is most acutely felt by those who are socially conditioned to step in and handle the work—typically women—who end up bearing the burden of tasks that go unrecognized and unrewarded.
Those who leverage weaponized incompetence tend to do so to maintain their position of power or avoid work that they find tedious or beneath them. This behaviour perpetuates gender inequity in the workplace by reinforcing traditional roles and expectations, where women are expected to manage the “invisible” tasks while men focus on more visible, promotable work. It’s crucial to address and discuss weaponized incompetence in the workplace because it not only hinders productivity and teamwork but also contributes to burnout, job dissatisfaction, and the perpetuation of gender inequality. Recognizing and challenging this behavior is essential for creating a fair and balanced work environment where everyone’s contributions are valued and responsibilities are shared equitably.
Examples of How Men Use Weaponized Incompetence at Work
Take the modern office, for example. We've all encountered that one colleague—a man—who can't work the office printer (despite being a tenured employee) despite it being more straightforward than ordering lunch. Or the colleague who moans with confusion over scheduling a meeting via Google and forces someone else to take on the task. It's all too familiar, and it's all too deliberate. Studies have shown that men are less likely than women to volunteer for tasks considered "non-promotable."
On the other hand, women spend 5.7 hours more per week, to be exact, on the office's mundane yet necessary "housework." This isn't just anecdotal; 42% of women feel pressured to volunteer for these tasks that men so easily avoid. And when managers assign tasks, women are 20% more likely to be handed the non-promotable ones, leaving them to wonder if the ladder they're climbing leads anywhere.
The Impact of Domestic Responsibilities on Women's Work Performance
Now, let's take this scenario home. Even if weaponized incompetence doesn't rear its ugly head at the office, its effects are felt by women before they've even had their morning coffee. Imagine starting your workday after having already completed a second shift at home—juggling chores, caregiving, and everything in between. On average, women spend nearly twice as much time on unpaid domestic work compared to their male counterparts. It's no wonder then that 54% of working mothers report that their domestic responsibilities are a drag on their job performance. Overwhelmed? You're not alone. Women are 25% more likely than men to feel buried under the weight of balancing work and home responsibilities. And let's be real, it's not just the chores that are piling up—it's the exhaustion, the stress, and the sense of being stretched too thin to perform at their best in any arena.
Updated Data and Statistics (2022 - Present)
And as if this all wasn't enough, the past few years have added another layer to this complex cake of gendered labour. According to a 2022 report, women are now 32% more likely than men to report feeling burned out at work. This burnout isn't just a side effect of working hard—it's a symptom of working hard on things that don't lead to promotions, recognition, or career growth. Women are still more likely to be handed non-promotable tasks, a trend that persisted into 2023, with women 28% more likely than men to be assigned these tasks even in hybrid work environments. And let's not forget the racialized women who bear an even heavier burden. A 2023 report revealed that racialized women are 45% more likely to report feeling overwhelmed by both professional and domestic responsibilities compared to their white colleagues. So, as we've been trying to break glass ceilings, it seems there's also an invisible weight pressing down, making every climb harder.
Why Women Experience Higher Burnout and Fewer Promotions
Let's talk burnout—because that's what happens when you spend your time on tasks that, while essential, aren't valued when it comes time for promotions. It's like running on a treadmill, getting nowhere fast, but somehow ending up more tired than everyone else. Women, it turns out, are 32% more likely to report feeling burned out at work than men. And what does that burnout get them? Fewer promotions. A 2022 McKinsey study found that women are 24% less likely to be promoted to senior roles compared to their male colleagues. The culprit? Women are often assigned non-promotable tasks—tasks that don't shine as brightly on a resume as leading a big project or closing a significant deal. They are the tasks like being on the hiring committee, planning parties, leading ERGs (with no additional pay), note taking or planning company retreats that are integral to the growth of any business but not the type of tasks that are taken into consideration when leaders are making decisions for promotions or salary increases. And, even if you (a woman) enjoy doing these tasks, they are rarely part of your core work, so they are inevitably taking you away from the core work you were hired to deliver. Pair all of this with the fact that Women are 28% more likely to be assigned these tasks, such as planning events or taking notes during meetings, leaving them with less time to focus on the work that could propel their careers forward.
Weaponized Incompetence and Male Leadership
When it comes to leadership, it's not just about who's sitting in the corner office but about who's doing the work behind the scenes. Male leaders often leverage weaponized incompetence by passing off non-promotable tasks to women under the guise of being too busy or unfamiliar with specific processes. This not only entrenches gender inequality but leaves women with a to-do list that never ends and a career trajectory that stalls. Women in male-dominated industries are 40% more likely to report being assigned non-promotable tasks by their male supervisors. And when it comes to high-impact projects that could lead to promotions, women are 33% less likely to be considered—because they're too busy dealing with the routine tasks their male colleagues have conveniently avoided. The result? Female employees report 20% higher levels of job dissatisfaction in these environments, where weaponized incompetence reigns unchecked.
Emotional Labor and Its Impact on Women
But the impact of weaponized incompetence doesn't stop with the tasks on your to-do list—it also creeps into the emotional realm. Women often carry the burden of emotional labour at work, managing team dynamics, supporting colleagues, and handling interpersonal conflicts. It's the kind of work that's rarely acknowledged or rewarded, yet it's expected. Women are 60% more likely than men to report taking on this emotional labour in the workplace. A survey found that 70% of women feel they're expected to manage team morale, even when it's not part of their job description. And what does all this emotional labour lead to? Burnout, of course. Women who engage in high levels of emotional labour at work are 25% more likely to experience burnout than those who don't.
The Unique Impact on Racialized Women
And then, there's the intersection of gender and race, where the effects of weaponized incompetence become even more pronounced. Racialized women face a compounded burden, often expected to take on more non-promotable tasks and emotional labour than their white counterparts. This isn't just an issue of unfairness—it's a barrier to advancement and a contributor to higher levels of job dissatisfaction. Racialized women are 35% more likely to be assigned non-promotable tasks than white women. And the burden doesn't stop there; Black women, for instance, are 50% more likely than their white counterparts to report feeling overwhelmed by the combination of professional and domestic responsibilities. In 2023, this compounded burden was highlighted again, with racialized women 45% more likely to report feeling overburdened by both professional and domestic responsibilities compared to their white colleagues. It's a double bind that leaves these women climbing a steeper hill with fewer resources and less support.
The Critical Need for Training to Address Weaponized Incompetence
So, where do we go from here? Companies need to change how they work and address weaponized incompetence head-on. One of the most effective ways to do this is by offering comprehensive training to all employees. This isn't just about ticking a box on a compliance form—it's about raising awareness of what weaponized incompetence looks like, why it's harmful, and how it perpetuates inequality. By educating employees on the nuances of this behaviour, companies can empower everyone to identify, address, and dismantle it when it occurs. Such training is essential to foster a more equitable workplace and ensure that all employees can perform to the best of their abilities without being unfairly burdened. This proactive approach helps create a culture of accountability and shared responsibility, where all employees are encouraged to contribute somewhat without relying on outdated gender norms as a crutch.
Five Ways Women Can Challenge Weaponized Incompetence
So, how can women push back against this phenomenon at work and at home? Here are a few strategies that might help tip the scales:
Set Clear Boundaries: Establish clear boundaries by openly communicating your limits and refusing to take on tasks outside your responsibilities. Remember, saying no is a form of self-care.
Delegate Assertively: When faced with attempts to pass off tasks through weaponized incompetence, delegate these tasks back, ensuring that everyone shares the workload fairly. You're not a dumping ground for other people's responsibilities.
Document Workloads: Keep a record of tasks and responsibilities. This can help you demonstrate how much additional work you're taking on, providing concrete evidence in a discussion about workload distribution. It's hard to argue with the facts.
Advocate for Fair Task Distribution: Bring up the issue in team meetings or with HR, suggesting systems that ensure everyone is contributing equally. Fairness isn't just an excellent idea—it's a necessity.
Seek Allies and Mentors: Build a network of allies and mentors who can support and amplify your voice when challenging unfair practices like weaponized incompetence. Together, you're stronger.
In the end, weaponized incompetence is a thief—stealing time, energy, and opportunities, whether in the office or at home. It's up to all of us to call it out, address it, and ensure that everyone carries their fair share of the load. After all, equality isn't just about rights—it's about responsibilities, too.
Sources
McKinsey & Company. (2022). "Women in the Workplace 2022."
LeanIn.Org & McKinsey & Company. (2022). "Women in the Workplace 2022."
Harvard Business Review. (2023). "Why Women Are Still More Likely to Volunteer for Non-Promotable Tasks."
Catalyst. (2023). "The Double Bind: The Compounded Impact of Race and Gender at Work."
Bureau of Labor Statistics. (2019). "American Time Use Survey."