Women less frequently negotiate initial salaries than men, leading to a long-term wage disparity, argued Carnegie-Mellon University’s Linda Babcock. In addition, women who negotiate were negatively evaluated by both men and women participants in a lab study, reported Harvard’s Hannah Riley Bowles and Lei Lai. Likewise volunteers reported less desire to work with women who asked for […]
Women face significant workplace challenges when they “succeed” in traditionally-male roles, found New York University’s Madeline Heilman, Aaron Wallen, Daniella Fuchs and Melinda Tamkins. The team conducted three experimental studies on volunteers’ reactions to a woman’s success in a male gender-typed job.They found that when a woman is recognized as successful in roles dominated by men, […]
Men who expressed anger were more likely to influence their peers in their study of computer-mediated mock jury proceedings, found Arizona State University’s Jessica Salerno and Liana Peter-Hagene of University of Illinois. In contrast, women who expressed anger were seen as less influential, reinforcing trends reported in a previous blog post. More than 200 U.S. jury-eligible volunteers reviewed opening arguments and […]
Stereotype threat occurs when expectations of a group’s typical behavior are activated among group members, resulting in reduced performance. When Stanford’s Claude Steele and Joshua Aronson now of NYU, helped women and African Americans participants resist these stereotypes, participants’ performance improved more than when the researchers activated a positive shared identity. Stereotypes can be invoked by “implicit […]
Candid self-disclosure can hamper salary negotiation outcomes, found Monash University’s Andreas Leibbrandt and John A. List of the University of Chicago, in a study of women who expressed gratitude for a salary that exceeded their expectations. Some women applying for administrative assistant jobs were told that the wages were “negotiable,” and these women negotiated higher […]
Men received 15% more promotions than women, according to a Catalyst Benchmarking Survey. Similar numbers of “high potential” women and men were selected for lateral moves to other parts of the business. However, men but not women, received promotions after the career-developing lateral moves. Women’s developmental lateral moves were substitutes for actual career advancement, suggested INSEAD’s Hermina Ibarra […]
Problem-solving work groups and individual career development benefit from accurate recognition and deployment of expertise. People who are perceived as experts by team members, regardless of their actual expertise, have a number of career advantages, found Washington University’s J. Stuart Bunderson: Greater influence in group decision-making, More opportunities to perform, Great opportunity for team leadership […]
Women talk more than men. Women talk less than men. -*Which is true? It depends. Context and expectations of the individual and others determine when females talk more than males, according to NYU’s Kay Deaux and Brenda Major of University of California Santa Barbara. Participants equipped with digital “sociometers” recorded identities of people nearby and talk […]
Women in Engineering or Information Technology organizations may find themselves the only person using the women’s restroom, one advantage in light of well-documented workplace challenges associated with minority status. Men face similar challenges when they work in Human Resources, Marketing, or Communications, where more women are employed. Despite potential isolation of experiencing gender minority status, […]
Men volunteers negotiated more assertively with women in supervisory roles in laboratory tasks, compared with strategies they used with male supervisors, reported Bocconi University’s Ekaterina Netchaeva, Maryam Kouchaki of Northwestern University, and Washington State University’s Leah D. Sheppard. This cross-gender negotiation trend was reduced when woman in supervisory roles demonstrated directness and proactivity (“administrative agency”) […]
