Imagine this: You’re in a meeting, sharing a well-researched idea, when a male colleague interrupts to “clarify” the concept you just explained—except he’s restating exactly what you said. Sound familiar? That's mansplaining, a behavior that often creeps into workplace dynamics.
Mansplaining typically refers to situations where a man explains something to a woman in a condescending, oversimplified, or unsolicited way, assuming she lacks knowledge on the subject—even if she’s the expert in the room. Beyond gender dynamics, it highlights a broader issue of power and communication styles that silence others and perpetuate inequality, especially in professional environments.
Recognizing the signs of mansplaining is the first step to fostering more inclusive, respectful interactions.
What is mansplaining? Meaning and signs you can't miss
Ever felt like someone was explaining something to you as if you’d never heard of it before? Welcome to the frustrating world of mansplaining.
Mansplaining is often associated with interactions between men and women, but the phrase has become shorthand for any situation in which one person acts on a perceived imbalance in authority or knowledge. A man can mansplain to a woman or a man, and a woman can mansplain to a man or a woman.
It’s not just an annoyance; it’s a behavior that diminishes confidence, silences voices, and reinforces inequality, particularly in professional settings.
To identify mansplaining and understand what it reveals, watch for these signs. Mansplainers will often:
- Simplify explanations in a patronizing tone, assuming the listener knows nothing
- Offer unsolicited advice, frequently interrupting or talking over others
- Disregard another person’s credentials, expertise, or lived experience
- Claim authority on a topic without basis, dismissing others’ superior expertise
- Interrupt or talk over others to dominate the conversation
- Repackage someone else’s ideas, presenting them as their own
- Undermine others’ contributions through humor or sarcasm
What is the difference between mansplaining and a man explaining?
“The key distinction is tone and context,” says Anna Williams, HR director at Pretty Moment. “Well-intentioned advice feels collaborative and respectful, while mansplaining comes across as dismissive or patronizing.” In a healthy situation, a man explaining something would mean he is sharing information without doubting the listener’s competence or expertise.
Mansplaining, however, is condescending, oversimplified, or unsolicited—often based on the assumption that the listener, usually a woman, lacks understanding, even if she’s equally or more knowledgeable. It’s not the act of explaining itself that defines mansplaining but the dismissive attitude, power dynamics, and disregard for the other person’s expertise.
The bigger problem behind mansplaining
Rooted in societal power dynamics, mansplaining is frequently tied to gendered assumptions—such as the stereotype that men are more knowledgeable or authoritative—which perpetuates inequality in professional and personal settings.
For women, repeated experiences with mansplaining can lead to frustration, alienation, and diminished confidence. “A common misconception is that mansplaining is just harmless conversation,” Williams says. “In reality, it subtly perpetuates gender inequality by undermining others’ confidence or authority.”
In workplaces—where collaboration and respect should thrive—mansplaining disrupts team dynamics, weakens morale, and fosters a toxic culture. Addressing it directly builds an inclusive environment where everyone’s expertise is respected.
How to deal with mansplaining professionally
Calling out mansplaining in professional settings can be challenging, especially when balancing relationships and reputations. “People often assume addressing it means you’re overly sensitive or hostile,” Williams says. “In reality, it’s about pointing out behavior that disrupts collaboration and respect.”
To effectively handle mansplaining at work, use one or more of the following strategies.
1. Stay calm
Maintain composure when faced with mansplaining. A calm response helps diffuse tension and ensures the focus remains on addressing the behavior effectively. If necessary, pause briefly to gather your thoughts before responding.
2. Be assertive
Redirect the conversation politely yet firmly to maintain control. For example, say, “Actually, I’ve already addressed that—let me elaborate further,” or, “Thanks for your input, but I’ve got it covered.” This approach reinforces your authority, demonstrates confidence, and signals that you’re capable of leading the discussion without escalating tension.
This article might help: How to Be More Assertive at Work (Without Being a Jerk)
3. Call out the behavior
If appropriate, directly point out the mansplaining in a professional way. You could say, “I appreciate your enthusiasm, but I noticed you’ve repeated something I already explained. Let’s focus on moving the discussion forward.” This approach works best when the setting feels safe and the relationship allows for open feedback.
4. Enlist allies
Encourage supportive colleagues to step in if they notice mansplaining by having open conversations about workplace dynamics and how they can help. You might say, “Sometimes, I feel like my points get overlooked or interrupted—if you notice it happening, could you help redirect the conversation back to me?” An ally might then say, “Let’s give her a chance to finish her thought,” or, “She already covered that—let’s hear her next point.” Having others amplify your voice can help shift the dynamic and foster a more equitable environment.
5. Document repeated incidents
If mansplaining becomes a recurring issue or leads to significant disruptions, document specific incidents. Include dates, what was said, and how it impacted your ability to contribute. This record can be helpful if you need to escalate the issue to a manager or HR.
6. Discuss with leadership or HR
For persistent or disruptive behavior, raise the issue with a manager or HR professional. Focus on how the behavior affects team dynamics and productivity, framing it as a need for better communication practices rather than a personal grievance.
7. Promote awareness in your workplace
Advocate for workshops or discussions about unconscious bias and communication styles to create a more inclusive work environment. Proactively fostering awareness can reduce instances of mansplaining over time.
Bonus advice: How teams and leaders can address mansplaining
Organizations can foster inclusive communication by:
- Hosting workshops on unconscious bias and effective communication.
- Encouraging open feedback to address interpersonal dynamics in meetings.
- Setting clear norms that discourage interruptions or dismissive behaviors during discussions.
Men can also actively support women by redirecting discussions when they notice mansplaining. For example, saying, “She made a great point—let’s hear more about that,” amplifies women’s voices and fosters equitable dialogue.
Moving forward collaboratively
Addressing mansplaining goes beyond correcting a single behavior—it’s about fostering a culture of respect, collaboration, and open communication. By challenging dismissive attitudes and empowering everyone to contribute meaningfully, workplaces can become spaces where expertise is recognized, voices are heard, and equality truly thrives. Each step taken—whether individual or collective—moves us closer to a more inclusive and productive environment.
FAQs
What is an example of mansplaining in the workplace?
Mansplaining in the workplace could look like this: During a meeting, a woman presents a complex idea or data, and a male colleague interrupts to “clarify” or rephrase her points, adding no new insights. This behavior undermines her expertise and shifts attention away from her contributions. Another example is explaining basic concepts to a female colleague with significant expertise, assuming she lacks understanding without first gauging her knowledge. Both scenarios diminish confidence and disrupt collaboration.
How to professionally tell someone to stop mansplaining?
Calmly and assertively redirect the conversation to address mansplaining without escalating tension. For example, you can say, “Actually, I’ve covered this already—let me elaborate further on my point,” or, “Thank you, but I’m familiar with this topic.” These responses allow you to reclaim your voice while maintaining professionalism.
If the behavior persists, involve a trusted ally who can help steer the conversation back on track. For repeated or disruptive instances, document specific examples and escalate the issue to a manager or HR, focusing on how it impacts collaboration and team dynamics.
Can women mansplain too?
Yes, women can engage in similar condescending or dismissive behavior, often referred to humorously as “womansplaining.” However, mansplaining is rooted in broader societal patterns where men are often perceived as more authoritative, which disproportionately impacts women. While any dismissive communication style is problematic, the term mansplaining specifically highlights gendered power imbalances and their effects on professional and personal interactions.