Attribution bias is a form of unconscious bias that shapes how we interpret people’s contributions and mistakes. Closely linked to performance bias, attribution bias disproportionately affects women in professional settings. Because of stereotypes that portray women as less competent, they often receive less credit for their accomplishments and more blame when things go wrong.
This bias doesn’t just distort evaluations of individual performance—it also reinforces structural inequities that hold women back from leadership and advancement.
How Attribution Bias Impacts Women at Work
Attribution bias influences everyday interactions and major career decisions alike. Some common ways it shows up include:
- Unequal recognition. When men and women collaborate, men are more likely to be credited as the main contributors, while women’s work is minimized or overlooked.
- Undervaluing contributions. Women’s ideas are often dismissed or judged as less valuable, even when they mirror ideas praised when voiced by men.
- Interruptions in meetings. Studies show women are more frequently interrupted—by both men and women—yet they rarely interrupt men in return.
The cumulative effect is that women’s voices carry less influence in meetings, projects, and strategic discussions. Over time, this bias erodes career progression opportunities and undermines workplace equity.
The Confidence Gap and Its Roots
Attribution bias doesn’t just impact how women are perceived—it also affects how women perceive themselves. Because women are often held to higher standards, receive less credit, and wield less influence, their confidence can erode.
- Women are less likely than men to believe they’re ready for a promotion, even when they are equally qualified.
- Achievements may feel diminished because recognition is not fairly distributed.
This dynamic contributes to what’s often called the confidence gap. Importantly, this isn’t just an internal issue—it reflects systemic bias that consistently undervalues women’s contributions, reinforcing inequality in subtle but powerful ways.
Why Women Are Held to Higher Standards
Attribution bias creates a cycle in which women must outperform men to receive equal recognition. Small missteps are remembered and magnified, while men’s mistakes are more easily overlooked. Meanwhile, men may be praised for success after success, while women have to continually prove their competence.
This double standard slows women’s advancement and perpetuates gender gaps in leadership, leaving organizations less diverse and less inclusive.
The Impact of Attribution Bias on Organizations
When attribution bias is left unchallenged, the consequences ripple beyond individuals:
- Reduced innovation. Dismissing women’s ideas means organizations miss out on fresh perspectives.
- Talent drain. High-performing women may leave workplaces where their contributions are undervalued.
- Inequitable culture. When women see that recognition isn’t fairly shared, engagement and morale decline.
- Leadership gaps. Over time, attribution bias weakens the pipeline of women advancing into senior roles.
How to Counter Attribution Bias
The first step in countering attribution bias is awareness—acknowledging that it exists and actively working to correct it. Organizations and individuals can take concrete steps to reduce its impact, including:
- Creating structured systems for evaluation. Use clear, objective criteria for performance reviews and promotions.
- Recognizing and amplifying women’s voices. Give credit publicly and ensure contributions are acknowledged equally.
- Encouraging equal credit-sharing in teams. Leaders should intentionally highlight collaborative success rather than attributing it to one person.
- Supporting women’s advancement. Provide mentorship, sponsorship, and encouragement for women to pursue promotions, while addressing both confidence barriers and systemic inequities.
Lean In’s Bias Cards offer practical examples of how attribution bias shows up at work and strategies for addressing it.
From Awareness to Action
Attribution bias may be subtle, but its impact is powerful. By holding women to higher standards and undervaluing their contributions, workplaces reinforce a cycle of inequality that limits potential for everyone. Breaking this cycle requires conscious effort to recognize bias, implement fair systems, and ensure women’s work is valued equally.
