"I work in an IT support position where all the leaders are white men. I feel I'm not given opportunities in the department because I'm female. How do you suggest I approach my manager about this?"

This is a powerful question — and one of the reasons I started this column. Too often, women in STEM careers lack mentors who can help navigate situations like this.

The first step is to clarify whether the lack of opportunity is truly due to gender bias or whether there are skill gaps that need addressing. Asking for feedback can feel uncomfortable, but it’s an essential skill in business. Documenting that feedback will give you valuable insight before raising concerns about discrimination.

Most promotion conversations are initiated by the employee. Don’t wait for your manager to bring it up — schedule a career development conversation and be upfront about the topic. Come prepared with:

• Evidence of your achievements

• Examples of leadership

• A clear case for how you’ve already been operating at the next level

  
  

Keep the conversation respectful, confident, and focused on the value you bring to the company. Share measurable results — revenue growth, efficiency improvements, successful projects — that demonstrate your readiness.

When you sit down with your manager, you can frame the conversation in one of two ways:

1. Seeking Promotion in Your Current Role

• Show how you’ve already taken on responsibilities beyond your job description.

• Invite your manager to share their perspective on your readiness.

• Key Question to Ask: “What gaps do I need to close to be considered for this promotion?”

• If the promotion isn’t immediate, ask for a clear development plan and timeline.

2. Exploring the Next Role in Your Career Path

• Share your interest in moving into the next position you’ve identified.

• Research the responsibilities of that role.

• Consider informal mentoring conversations with someone already in that position.

• Key Questions to Ask:

  • “What skills or results do you expect from someone in the next role?”

  • “What gaps do I need to close to be an ideal candidate?”

  • “What timeline would make sense for moving into this role?”

These conversations will help you determine whether gender bias is truly the barrier or whether there are other factors at play. If you do find evidence of discrimination, document everything: dates, times, people involved, and what was said. Keep records of your achievements and leadership contributions.

Most companies have structured processes for reporting discrimination — usually outlined in the employee handbook under Equal Employment Opportunity (EEO), anti-harassment, or workplace conduct. Start internally: your manager (if safe), HR, or the company’s ethics hotline. Stick to the facts, not emotions, and ask how confidentiality will be maintained.

Here’s a sample script you can adapt if you need to raise the issue formally:

Sample Script:

"Thank you for meeting with me. I want to raise a concern about promotion practices that I believe may involve gender discrimination. I’ve observed that in recent promotion cycles, only male employees have been advanced, while qualified female employees, including myself, have not been considered. For example, on [specific project], I met or exceeded the requirements for advancement yet was passed over. I’ve documented my contributions — leading [project], achieving [results], and taking on responsibilities beyond my current role. Despite this, promotions have consistently gone to men. This situation makes me feel that my gender is influencing my career opportunities, which affects both my ability to contribute fully and my sense of fairness in the workplace. I’d like to understand how promotion decisions are made, what criteria are used, and how the company ensures equal opportunity for women. I value my role here and want to continue contributing in an environment where advancement is based on merit. I appreciate your guidance on the next steps and how this issue will be addressed."

Bottom line: Lead with feedback and evidence, advocate for yourself with confidence, and if necessary, use the company’s formal reporting channels. By approaching the conversation with clarity and professionalism, you’ll not only protect your career but also model strength for other women in STEM who face similar challenges.