*3.2. Handling Disrespect in a Virtual and Networked-Enabled World*

The participants acknowledged that disrespect also exists in a virtual environment such as experienced during the pandemic lockdown and as would be experienced in a more flexible, post-pandemic hybrid workplace. While most felt that there was no difference regarding disrespect in a virtual and network-enabled world, some felt that they had more control over how they dealt with it there. For example, if someone disrespected them, once the meeting ended, they did not have to continue seeing the individual and could disconnect from the situation sooner. One participant of African American descent said that the feeling of being invisible was exacerbated, often requiring her to insert herself

into the meeting dialogue. Here are examples of how participants handle disrespect when working virtually and how the experience of disrespect may differ.

I write out exactly what I feel. And then I'll go back, and I'll cross out everything that looks emotional. And then I'm left with some bullet points. And then I'll move those bullet points over, and I'll think through, what is it that I want to say? What is at the essence? What's the root of what's going on here? Then it allows me to have a conversation [about] where's the impact of what happened; I'm sure that wasn't your intent. But let's talk about it. And for some people they appreciate that; for other people, it definitely changes the relationship dynamics.

I think that the disrespect can come in when male colleagues or male leaders do not recognize how much these individuals are balancing in addition to everything you are asking them to work in a virtual world, where it is not as easy to get it done.

I think that there is a greater sense of safety working from home and the comforts and the safety of someone's home. But I also feel that could be a double-edged sword where someone might feel more vulnerable also.

I think in some ways it's similar where you don't take the extra steps to hear people's perspective. I think you just see people that are better—want to make sure that we're not criticizing people [who] maybe aren't the cleverest communicators for being disrespectful, right? Everybody is not comfortable getting on Zoom calls and, you know, doing everything that we're trying to do to keep people motivated during COVID. So, I think, you know, it's a very hard place to claim somebody might be disrespecting you because they just may not be comfortable in this situation, they're in.

## *3.3. Did the Experience or Feeling of Being Disrespected Impact Job Performance Negatively?*

It is telling about the resilience of the participants that none of them described negative impacts on their job performance from experiences of being disrespected. For example,

I remember one time he asked me to do something. And I was so upset, and I went back to my desk and he walked by, and he said, "I know you're not pouting." He was like we do not pout in the workplace. He was like you're going to shake it off and get it together and we're going to walk down the hall, and so it was very hard. Yet when I left working with him, I didn't realize how much I knew. How much I had learned. And he would give me books to read, and then quiz me on it. And then he would say you know, what did we say about the seven habits? First things first. So, you know, just . . .

Some participants noted that they had a strong network outside of work, or other means of dealing with the experience of being disrespected in the workplace. One participant indicated that having a glass of wine during those tough experiences was enough to release any negative feelings or thoughts. This finding differs from the surveys previously referenced that found a connection between disrespect and job performance. The difference could be explained by the fact that participants are already successful women leaders who apparently have developed the resilience required to advance despite incidences of disrespect.

### *3.4. Definitions and Types of Respect Emerged*

Participants were encouraged to give examples of the types of respect that they experienced. A content analysis of participants' definitions of respect revealed several words used consistently by them. These responses were classified into three types by frequency: (1) self-awareness (*N* = 86), (2) other-awareness (*N* = 79), and (3) allyship (*N* = 54). These are depicted in Table 3. Using pseudonyms where needed, Table 3 shows the words that participants used and provides examples. In some examples, more than one type of respect was demonstrated.

**Table 3.** Types of Respect and Participant Examples.

