In This Article:

  • What’s wrong with “man up” culture in the workplace?
  • How do toxic leadership traits impact employees across all genders?
  • Why workplace gender dynamics matter to organizational success.
  • What steps can be taken to foster healthier leadership and equality?

  • How did recent leadership actions (like Zuckerberg’s) amplify this issue?

How Toxic Leadership Traits Undermine The Workplace

by Beth McDaniel, InnerSelf.com

Imagine walking into a workplace where the motto is “man up.” At first glance, it might sound like a call to resilience or strength, but beneath the surface, it’s a phrase loaded with toxic assumptions. For many employees, such language fosters a culture that’s anything but empowering. It perpetuates harmful gender dynamics, stifles collaboration, and impacts the well-being of every person in the organization—regardless of gender.

Recently, high-profile leaders like Mark Zuckerberg have drawn criticism for reinforcing these outdated ideas. By enabling toxic practices such as eliminating independent fact-checking and placating divisive political figures, they set dangerous precedents that ripple across workplaces worldwide. Why toxic leadership traits, like the “man up” mentality, are bad for all employees and what we can do to create more equitable and supportive environments.

The Harmful Roots of “Man Up” Culture

At its core, the phrase “man up” implies that strength, endurance, and success are inherently masculine traits. It reduces resilience to a stereotype, signaling that vulnerability, empathy, or collaboration are weaknesses to be avoided. While the phrase might not always be spoken aloud, its sentiment is embedded in many workplace cultures that prioritize individualism and stoic performance over emotional intelligence and teamwork.

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This culture doesn’t just harm women—it creates barriers for men and nonbinary individuals, too. Men often feel pressured to suppress emotions or overexert themselves to meet unrealistic expectations. Women and marginalized groups face dismissiveness when they express valid concerns or attempt to break into leadership roles dominated by this narrow mindset.

Toxic Leadership in Action

Leadership isn’t just about decision-making; it’s about setting the tone for an organization’s culture. Toxic leadership traits—such as dismissing diversity initiatives, prioritizing profits over people, or failing to address workplace inequities—directly harm employees' morale and productivity.

Take the example of Zuckerberg’s decision to cut independent fact-checking on Facebook. While this might seem disconnected from workplace culture at first glance, it signals a broader issue: leadership that prioritizes appeasement over accountability. By bowing to political figures and reinforcing harmful narratives, leaders send a message that equality and fairness take a backseat to personal or organizational gain.

This trickles down into how employees perceive their own value within the company. When fairness and inclusion are sidelined, employees—especially those from marginalized groups—feel unsupported and undervalued.

Why Workplace Gender Dynamics Matter

Healthy workplace gender dynamics are more than a box to check for diversity quotas; they’re the foundation of organizational success. Companies that promote gender equity see better collaboration, innovation, and employee retention. When people feel seen and valued, they contribute their best ideas and energy.

Conversely, toxic environments erode trust and teamwork. Employees disengage, turnover rates spike, and the organization suffers long-term damage. Gender dynamics aren’t just a women’s issue—they’re a human issue. When workplaces empower everyone, they thrive.

Breaking the Cycle of Toxic Leadership

Shifting workplace culture to break the cycle of toxic leadership requires deliberate and intentional action, particularly from those in leadership positions. The first step is acknowledging the problem. Leaders need to recognize the harm caused by phrases like “man up” and the toxic behaviors they perpetuate. Awareness is the foundation of meaningful change, and without it, progress stalls.

Another vital aspect is promoting emotional intelligence. Leaders should model vulnerability and empathy, demonstrating that these qualities are not signs of weakness but strengths that build trust and encourage collaboration. When leaders embody these traits, they create a ripple effect throughout the organization, fostering a culture where people feel supported and understood.

Commitment to diversity is equally essential. This means actively hiring and promoting a workforce that reflects a range of backgrounds, perspectives, and experiences. By championing diversity initiatives, leaders ensure that marginalized voices are not just included but genuinely valued, creating a workplace where equity and innovation can thrive.

Leaders must also be unafraid to confront harmful practices. Whether it’s cutting independent fact-checking or perpetuating gendered stereotypes, accountability is key. Calling out and correcting actions that harm inclusivity sends a clear message that fairness and equality are non-negotiable.

Finally, fostering open communication is crucial. Workplaces should be environments where employees feel safe to voice concerns without fear of retaliation. Honest dialogue is the cornerstone of cultural change, allowing issues to surface and be addressed before they take root. Together, these intentional efforts can dismantle toxic leadership traits and pave the way for healthier, more inclusive workplace dynamics.

Leadership That Empowers All

The good news? Change is possible. By identifying and dismantling toxic leadership traits, organizations can create workplaces where everyone thrives. Leadership that values inclusion, fairness, and emotional intelligence sets the stage for meaningful progress.

As employees, we have the power to push for these changes, whether by speaking up, advocating for equitable policies, or holding leaders accountable. Together, we can transform workplaces from rigid hierarchies into communities that value humanity over harmful stereotypes.

The time to act is now. Let’s leave behind the outdated “man up” culture and embrace leadership that empowers all.

About the Author

Beth McDaniel is a staff writer for InnerSelf.com

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Article Recap

This article highlights how toxic leadership traits, such as promoting a “man up” culture, harm workplace gender dynamics and hinder equality. It dissects why these traits impact all employees—regardless of gender—and how leaders like Zuckerberg exacerbate the problem by supporting divisive practices like cutting independent fact-checking. It offers insights into creating inclusive workplaces that empower all genders.

#WorkplaceEquality #ToxicLeadership #GenderDynamics #InclusiveLeadership #WorkplaceCulture