Disrespect at work doesn’t always come with yelling or slamming doors. In fact, the most damaging forms can show up in subtle and sometimes calculated ways, just harmless enough to be excused as an oversight. A colleague “forgets” to include you on a group email. Your boss thanks the team for a project win, conveniently skipping your name. Your role or title is downplayed in introductions…or skipped altogether.
Only 37 percent of employees strongly agree that they’re treated with respect at work, according to Gallup. So where do we start? By calling it what it is. In many cases, this isn’t accidental, it’s strategic disrespect. Just because it’s subtle enough to avoid an HR complaint doesn’t mean it won’t chip away at your confidence or quietly sideline your influence.
Let’s explore common forms of this and what you can do (without flipping a table) to take back your power.
1. Being left out of meetings or email threads you should be part of
At first, you might assume it’s a simple oversight. But when it happens repeatedly, being left out sends a loud signal: your voice doesn’t matter here. On a practical level, being excluded keeps you from influencing decisions that impact your work, but it also makes you appear out of the loop and can diminish your credibility.
What you can do:
Make It Noticed When You’re Left Off: When you’re excluded from a meeting or thread, don’t just quietly absorb it. Say, “Noticed I wasn’t included on X—I want to make sure I’m looped in going forward…” It’s not combative but it puts the onus on the group to correct the exclusion or justify their choice with a good reason.
Tap an Ally to Reintroduce Your Voice: If you’re repeatedly left off, ask a trusted ally to “tag you” in real time by saying something like, “I know Dana had a great point about this, I really think she ought to be part of this discussion.” Normalize bringing missing voices back in.
2. Getting credit-stripped or watching someone else present your ideas
Whether it’s a colleague “repurposing” your idea in a meeting or your boss summarizing your wins as their own, this is one of the most demoralizing experiences at work. I know, I’ve been there! The fact is, credit is currency. When your contributions go unacknowledged — your visibility, status, and promotion potential can take a direct hit.
What you can do:
Narrate your own impact: In status updates, don’t just report activity. Use strategic drop-ins that communicate your leadership like, “Having led the redesign of our intake process which boosted response time by 30%—I have a perspective I’d like to share on this…” The main structure here? What I did → the result it drove.
Reclaim credit in the moment: If someone borrows your idea without attribution, say: “I’m so glad that resonated. I was hoping the direction I proposed in Monday’s brainstorm would gain traction.” Boom. Graceful. Clear. Non-confrontational.
The mindset shift that will affirm your belonging in any workplace
3. Being consistently interrupted or talked over
You’re mid-thought when someone authoritatively cuts in. You try to pipe up again, but the moment’s gone. Getting interrupted—again and again—stings because it sends an unspoken message: “My words matter more than yours.” It’s not just rude, it’s revealing.
What you can do: Use the ‘return and reclaim’ strategy: You might say: “I want to go back to what I was saying a moment ago because it’s a point we shouldn’t overlook.” It’s assertive and direct. Call it when you see it (for others too). Interrupting is often gendered or hierarchical. So, interrupt the interruption: “I think Jordan was still finishing their point; let’s make space for that first.” 4. Not being included in social or informal team spaces Maybe it’s the happy hour invite that never comes your way or the Slack jokes you’re left out of. These moments create insiders and outsiders. It matters because relationships are built in informal spaces. Being shut out limits your social capital and makes it harder to influence behind the scenes. What you can do: Ask a work friend to loop you in. Say, “Hey, if any hangouts or brainstorms pop up casually, I’d love a nudge. I’m trying to build more rapport across the team.” Most people are happy to help when asked directly. Be intentional about initiating. Instead of waiting for invites, start some of your own moments of connection—coffee chats, small-group lunch club, even virtual check-ins. I’ve coached many emerging leaders on handling strategic disrespect and I’ll tell you this: it thrives in ambiguity. That’s why your best friend here is clarity…about your worth, your expectations, and your boundaries. You may not control how others show respect, but you can stand in your strength: name the pattern, reclaim your voice, and set the tone for how you expect to be treated. Selena Rezvani is a women’s leadership speaker and author of “Quick Confidence,” a Wall Street Journal bestseller, and “Pushback: How Smart Women Ask — And Stand Up — For What They Want.” She is also author of the forthcoming book “Quick Leadership: Build Trust, Navigate Change, and Cultivate Unstoppable Teams” (Wiley, 2025) out November 10th. Through in-person training and online courses via LinkedIn Learning, Selena teaches professionals how to be fierce self-advocates and carve out leadership paths on their own terms. Follow her on TikTok, Instagram and LinkedIn or find her at www.selenarezvani.com.
Selena Rezvani
Selena Rezvani is a women’s leadership speaker and author of “Quick Confidence,” a Wall Street Journal bestseller, and “Pushback: How Smart Women Ask – And Stand Up – For What They Want.” Through in-person training and online courses via LinkedIn Learning, Selena teaches professionals how to be fierce self-advocates and carve out leadership paths on their own terms. Follow her on TikTok, Instagram and LinkedIn or find her at www.selenarezvani.com. Recommended
