These don’t seem to be specific to women, except maybe the first one, which is frustrating because it comes off like victim-blaming (e.g. don’t “allow” yourself

These don’t seem to be specific to women, except maybe the first one, which is frustrating because it comes off like victim-blaming (e.g. don’t “allow” yourself to be intimidated ... but often the whole structure of a corporate hierarchy is designed to do exactly that, and to milk any gendered intimidations it can to coerce fealty out of subordinates, both men and women). I don’t think it’s good to spend even a tiny bit of our brain cycles worrying about what “mistakes” marginalized employees might make, when executives, HR and corporate governance are virtually predicated on taking full advantage of employees in every way they can. Let’s just focus on rampant corporate bad actors, sweepingly horrible company cultures, agism, racism, sexism, unfair pay, unhealthy working conditions and so on. These things are so up-front, huge, and wide-spread that there is just no valuable returns to be had by twisting it around to focus on what workers might do wrong in terms of navigating workplace dysfunctions.