Noida Office Employees Prefer Male Managers Over Women Bosses

New Delhi, January 1, 2026: A profound conversation regarding workplace dynamics and gender prejudice has been ignited by a viral video from a Noida-based company. On December 31, 2025, a clip was shared by Cloud Science Labs as part of a popular “this or that” social media trend. In the video, employees were observed being asked to choose between a “male manager” and a “female manager.” To the surprise of millions of viewers, every single employee featured in the video—including the women—unanimously opted for a male boss. This collective preference has triggered a firestorm of criticism online, with many questioning the deep-rooted biases that persist even among female professionals.

The Internalized Bias: “Females Not Supporting Females”

The most striking aspect of the footage was the participation of female employees in rejecting female leadership. It was observed by social media commentators that the phrase “Even females are not supporting females” became a recurring sentiment in the comments section. This phenomenon is often discussed by psychologists as “internalized misogyny,” where women may perceive female leaders as more “difficult” or “emotional” based on societal stereotypes rather than professional reality. The video has been described as a “disappointing mirror” to the modern corporate world, suggesting that women in leadership still face a lack of solidarity from their own peers.

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Analyzing the Preference for Male Leadership

The unanimous choice for male managers was justified by some netizens who argued that male bosses are often perceived as more “direct” and “less likely to micromanage.” However, these claims were met with heavy pushback from those who believe such views are based on outdated tropes. It was remarked by HR experts that female managers are often forced to be “extra strict” to prove their competence in male-dominated environments, which can inadvertently lead to friction with their subordinates. The video has highlighted a troubling cycle where the perceived “harshness” of female leaders—often a survival mechanism—is used as a reason to prefer male authority.

Corporate Culture and the “This or That” Trap

The company, Cloud Science Labs, has faced significant backlash for posting the video, with many calling it “tone-deaf” and “counterproductive” to gender equality initiatives. It was argued by critics that by framing leadership preference as a “this or that” game, the company inadvertently validated gender bias among its staff. While the caption of the post described it as a way to “connect through simple moments,” the reaction has been anything but simple. Industry leaders have noted that such trends can damage a company’s brand image, making it appear as an environment where female talent is undervalued or stereotyped.

Toward a More Inclusive 2026

As the video continues to circulate in early 2026, it serves as a wake-up call for organizations across India to address unconscious bias. It was noted by diversity advocates that “true progress” is not just about hiring women, but about fostering an environment where they are respected as leaders by all genders. The viral incident has prompted many users to share positive stories of their female mentors, aiming to balance the narrative. For the employees in the Noida office, the global backlash has turned a “quick choice” into a national lesson on the importance of breaking stereotypes and supporting talent regardless of gender.