When Elon Musk made his now-infamous baby remark about Taylor Swift, it wasn’t just an offhand joke—it was a bold display of how sexist leaders feel entitled to reduce women to their biology, no matter their accomplishments. Musk’s comment reflects the deeper issue of male entitlement and power, where sexist leaders believe they can cross boundaries without consequence. It’s a reminder that no matter how far we’ve come, women are still subject to objectification at the hands of those who hold power, and we must confront this behavior to dismantle the structures that uphold it (Flecha, 2020).

We’ve long known that organizational systems, often designed by and for men, perpetuate gender inequalities at every level. From biased decision-making to discriminatory practices, these systems allow men like Musk to move through the world unchecked (Bosak et al., 2015). For women, these moments serve as constant reminders that no matter how successful or accomplished, they are still viewed through the lens of their gender—reduced to their biology, dismissed by sexist leaders.

But let’s be clear: every time we allow these behaviors to go unchallenged, we participate in the very system that seeks to diminish us. Sexist leaders rely on this lack of accountability to maintain their power. It’s not enough to simply recognize these moments for what they are. We must confront them, call them out, and demand better—because comments like Musk’s reveal the true nature of leadership today: one that too often protects power, dismisses accountability, and reinforces inequality.

Objectification and Boundaries: How Sexist Leaders Erode Women’s Autonomy

When Elon Musk made his comment about giving Taylor Swift a baby, he wasn’t acknowledging her brilliance, her achievements, or the ways she has transformed the music industry. No, Musk reduced her to her biology, to her capacity for reproduction—an insidious form of objectification that serves as a stark reminder of how deeply ingrained sexism is in our culture (Flecha, 2020). Studies have shown that objectification of women in the workplace can lead to diminished leadership opportunities and affect their confidence and ability to perform at their best. It’s a reminder that no matter how successful a woman is, she can still be reduced to her body.

This kind of casual objectification isn’t just inappropriate—it’s harassment. It’s a message to every woman in every workplace: no matter how far you’ve climbed, no matter how hard you’ve worked, there will always be someone ready to reduce your worth to your ability to bear children. When these “jokes” are normalized, they pave the way for a culture where women’s voices are silenced, their experiences trivialized, and their rights repeatedly violated.

Sexism doesn’t need to be loud or violent to cause harm. The most dangerous sexism is often subtle—the everyday violations that slowly erode a woman’s confidence, undermine her authority, and reduce her to something less than human. Musk’s comment wasn’t just a joke—it was a violation of boundaries, a public dismissal of Taylor Swift’s autonomy. Her reproductive choices were turned into a punchline, signaling that, in his world, a woman’s body is fair game for speculation and humor (Bosak et al., 2015).

In any healthy workplace, boundaries matter. They are the foundation of respect, safety, and equality. When leaders treat these boundaries as optional, they send a clear message: women’s agency is secondary to the whims of those in power. Research shows that when these kinds of boundaries are repeatedly crossed, workplace cultures shift, and women are less likely to report sexism due to fear of retaliation (Flecha, 2020). Once boundaries are crossed without consequence, the culture of the entire organization begins to shift. Women question their value, their safety, and their place in the company. And when leadership disregards a woman’s right to control her own body, what’s to stop more dangerous violations from happening?

The Silence That Protects Sexist Leaders and Perpetuates Inequality

And then there’s the silence. The silence that so many women feel forced into because they know the risks of speaking out. For every woman who has endured a sexist comment, there are countless others who witnessed it and stayed quiet—not because they didn’t care, but because they understood the cost of speaking up. In corporate structures, calling out sexism—especially when it comes from the top—can mean risking everything: your career, your reputation, your future (Flecha, 2020). Research shows that women who speak out against harassment often face social and professional retaliation, which creates a culture where silence is seen as the safer option (Bosak et al., 2015).

Time and again, women who stand up for themselves or others are branded “troublemakers,” “too sensitive,” or worse. And it’s not just the victims who are silenced—it’s their allies, too. The fear of retaliation keeps the system intact, protecting the powerful while punishing those who dare to challenge them. As long as this fear dominates, the cycle of sexism continues unchecked.

But here’s the truth: silence is what enables sexism to thrive. It feeds it, shelters it, and allows it to grow stronger. Until we create environments where women—and their supporters—feel empowered to demand better, nothing will change. It’s not enough to recognize the problem. We have to confront it, call it out, and dismantle it. Not just for ourselves, but for the generations of women who will follow us.

The cost of allowing sexism to persist is not just personal—it’s structural. It seeps into the very culture of our workplaces, affecting morale, productivity, and, ultimately, the success of the organizations we depend on. Studies show that companies with more diverse leadership and inclusive cultures have better financial performance and higher employee satisfaction (EV Magazine, 2024). When leaders like Musk indulge in behavior that undermines respect, accountability, and equality, the consequences ripple far beyond individual moments. They shape the futures of entire companies, weakening the very foundations of success.

The Cost of Sexist Leaders: Corporate Culture & Beyond

Elon Musk’s behavior doesn’t just harm individuals—it erodes the very foundations of the companies he leads. When leaders indulge in sexism, whether veiled as humor or outright objectification, they create a toxic undercurrent that affects the entire workplace. And let’s be clear: this isn’t an isolated problem. The current struggles facing Musk’s companies, like Tesla, go beyond logistical or market challenges (EV Magazine, 2024). Tesla has been grappling with declining market share, supply chain disruptions, and safety recalls, which reflect deeper leadership failures. These issues are symptomatic of a culture where ethical boundaries are ignored, and accountability is dismissed.

Studies consistently show that companies with more women in leadership positions outperform their peers—not only in terms of cultural health but also financially (Bosak et al., 2015). When women have a voice at the table, companies experience higher returns, better decision-making, and, most importantly, cultures that value respect over entitlement. However, when those voices are silenced, sidelined, or excluded altogether, companies suffer from disengagement, low morale, and high turnover. And we’re seeing that play out in Musk’s businesses, where the lack of diverse leadership may very well be contributing to operational missteps and organizational instability (EV Magazine, 2024).

Musk’s public displays of entitlement, such as his ‘baby’ remark, contribute to an environment where sexism is normalized, boundaries are blurred, and the experiences of women are trivialized. This isn’t just about one CEO’s behavior—it mirrors a broader issue across corporate cultures where the “boys’ club” remains entrenched, and leaders wield unchecked power without considering the consequences. When leadership dismisses the importance of diversity, respect, and ethical behavior, the effects ripple throughout the entire organization, undermining its long-term success.

But here’s the truth: ethical leadership matters. Companies that invest in building diverse, inclusive environments thrive. The data is undeniable—firms with more women in leadership roles see better financial performance, stronger organizational cultures, and greater overall stability. Treating sexism as a minor infraction doesn’t just harm those targeted—it weakens the entire organization, from its reputation to its financial standing.

It’s time we demand better. Not just from Elon Musk, but from all leaders who act as though their power excuses them from accountability. Companies don’t just need profitability; they need cultures that uphold dignity, respect, and value for every individual. When we demand this, we’re fighting not only for the rights of women but for the integrity and future of the corporate world itself.

We Deserve Better from Our Leaders

Elon Musk’s comment about giving Taylor Swift a baby wasn’t simply a joke—it was a glaring reflection of the entitlement and sexism deeply embedded in corporate leadership. When those in power, like Musk, make remarks that trivialize women, they reveal the larger systemic issues that allow such behavior to persist unchecked. These aren’t isolated incidents. They’re part of a broader culture that prioritizes power and privilege over respect and accountability.

Every time we allow these moments to pass without challenge, we reinforce a system that diminishes women, devalues their contributions, and erodes their autonomy. We deserve more from our leaders. We deserve workplaces where women are respected for their achievements, not reduced to their biology. Where boundaries are not merely suggestions but are upheld as the foundation of equality, safety, and dignity.

Let’s be clear: this isn’t just about one offhand comment. It’s about dismantling the structures that enable casual sexism to flourish in every boardroom, every workplace, and every position of power. We need leaders who understand the weight of their words and the example they set. Leaders who are willing to challenge outdated norms, foster inclusivity, and embrace accountability.

The time has come to end the era of casual sexism, not just for the sake of women, but for the sake of building healthier, more ethical, and more successful organizations. Because when we fight for the dignity and equality of women, we fight for the integrity of leadership, for the future of our companies, and for a world where everyone—regardless of gender—is valued for who they are, not what they can be reduced to.