The Toxic Patriarchal Resurgence in Business: The Backsliding of Workplace Culture

In an era where businesses tout inclusion, diversity, and equity as core values, a quiet but forceful resurgence of patriarchal norms is infiltrating workplace culture. Over the past year, several high-profile reversals in gender progress, hostile attitudes toward DEI (Diversity, Equity, and Inclusion) programs, and an increase in workplace discrimination lawsuits reveal that the so-called post-pandemic reset may not be as equitable as advertised.

This article examines the recent rise in toxic patriarchal behavior in business, its effects on workplace culture, and what organizations must do to combat it.

A Troubling Shift in Attitudes

According to a 2023 LeanIn.org and McKinsey report, 1 in 3 women in corporate America report being passed over for opportunities due to gender. What's more concerning is that workplace hostility is not just persisting—it’s growing. McKinsey also found that 40% of women leaders have had their judgment questioned in their area of expertise, compared to only 22% of men at the same level.

In the past year, anti-DEI sentiment has gained momentum across sectors. A 2024 report from the Harvard Business Review revealed that 23% of large companies have reduced or eliminated diversity and inclusion budgets, often citing "cultural neutrality" or political backlash. These cuts frequently impact employee resource groups, mentorship programs for women, and internal accountability measures.

When DEI efforts are de-emphasized, patriarchal structures reassert themselves—often masked as “neutral” policies that in practice reinforce traditional hierarchies and gender-based power dynamics.

The Impact on Workplace Culture

The ripple effects of patriarchal resurgence in the workplace are measurable and damaging:

Erosion of Psychological Safety

A recent study by Catalyst found that 61% of women working in male-dominated industries report frequently feeling ignored or dismissed. As patriarchal behavior becomes more normalized, fewer women feel comfortable speaking up in meetings, challenging decisions, or taking on leadership roles.

Increased Burnout and Attrition Among Women Leaders

Burnout is surging. LeanIn.org reports that 43% of women leaders feel burned out compared to 31% of men. The primary reasons cited include lack of recognition, unequal workloads, and isolation. Many women are leaving leadership roles due to toxic environments or stagnant advancement.

Rise in Gender-Based Discrimination and Harassment

The Equal Employment Opportunity Commission (EEOC) noted a 17% increase in gender discrimination complaints in 2023. Harassment, exclusion, and retaliation are common themes—often stemming from outdated power structures and leadership behaviors that go unaddressed.

Marginalization of DEI Leaders—Most of Whom Are Women

As DEI roles are cut, the people most affected are the women of color and marginalized professionals who often hold these positions. According to DEI firm Paradigm, over 70% of DEI officers laid off in the past year have been women, most of them Black or Latina.

This sends a clear message to employees: equity is optional and expendable.

Why Is This Happening Now?

Several overlapping factors are contributing to this backlash:

• Post-pandemic power consolidation: As companies move back to in-person or hybrid models, leadership—still overwhelmingly male and white—is reasserting control.

• Political polarization: DEI has been politicized, creating a chilling effect even in companies that previously championed it.

• Economic anxiety: Budget cuts often begin with what leadership deems “nonessential.” DEI, mentorship programs, and equity training are often the first to go.

• Backlash to visibility: As women, particularly women of color, have become more visible in executive spaces, resistance from entrenched patriarchal culture has intensified.

The Business Case for Culture Change

The resurgence of patriarchal values is not just unethical—it’s bad for business.

• McKinsey’s 2023 report shows that companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability.

• Deloitte research found that inclusive companies are 6x more likely to be innovative and 2x more likely to exceed financial goals.

Toxic culture doesn’t just drive away women—it drives away talent. Gen Z and millennial workers, regardless of gender, are increasingly unwilling to work in environments that tolerate discrimination or uphold outdated norms.

How to Reverse the Trend

To combat the reemergence of patriarchal culture in business, companies must move beyond lip service and take action:

Reinvest in DEI Programs and Leadership Development

Cutting equity programs isn’t cost-saving—it’s culture sabotage. Reinvest in mentorship, transparent pay practices, and leadership pipelines for women and underrepresented professionals.

Hold Leadership Accountable

Toxic culture often starts at the top. Implement 360-degree feedback systems and hold leaders accountable for inclusive behavior—not just quarterly targets.

Measure Equity, Not Just Performance

Track hiring, promotion, pay equity, and retention by gender and race. If women are leaving at higher rates or not being promoted, the problem isn’t performance—it’s the system.

Train Beyond Compliance

Replace checkbox diversity training with workshops focused on inclusive leadership, active allyship, and bias interruption strategies.

Empower Allies

Change doesn’t rest solely on the shoulders of women. Male allies and decision-makers must advocate for equity and challenge patriarchal norms, even when it’s uncomfortable.

The Fight Continues

The rise of toxic patriarchal norms in business is not a coincidence—it’s a reaction. It’s what happens when power is questioned, when equity gains traction, and when systems built to favor a few are challenged by many.

But backlash is not the end. It’s the middle of the story.

What comes next depends on how businesses respond: retreat to comfort, or rise to lead with courage.

Let's discuss how we take back our momentum, together, and create a workplace that is harmonious and beneficial to all those working for its betterment.