I agree, I see nothing gender based here.
I'm a guy, and I've had a similar interaction with another guy on a team. He was pretty terrible, and I eventually decided the only way I could deal with him was to limit my interaction to bare minimum ("give him enough rope to hang himself"). It involved clipped matter-of-fact-no-elaboration exchanges like this example. My manager ended up blaming me for the other guy being terrible, manager said it was because I was not supporting this guy enough.
People can tell when you have an issue with someone on a team, even if you are very careful to do nothing 'wrong', because your behavior changes due to the being very careful. And managers don't necessarily assign fault in a manner that you would agree with, such as the terrible person is terrible is the root of the problem. The proper solution is to get out, which I did, and I'm glad to hear the author did. But to look for gender based explanations just seems overly paranoid.
This is interesting. Moving from sexism to generally dealing with crappy coworkers: you can't just limit your interaction and distance yourself from them. Part of giving them enough rope is to make it clear that you're doing your best to help them (without unduly compromising your own productivity), and they're still failing. You have to perfectly walk the line between being nice and not enabling them to come out alive.
I'm still in school. This does not encourage me regarding entering the industry.
People can tell when you have an issue with someone on a team, even if you are very careful to do nothing 'wrong', because your behavior changes due to the being very careful. And managers don't necessarily assign fault in a manner that you would agree with, such as the terrible person is terrible is the root of the problem. The proper solution is to get out, which I did, and I'm glad to hear the author did. But to look for gender based explanations just seems overly paranoid.