Women Get More Promotions With “Behavioral Flexibility”

More business promotions were awarded to women who display assertive, confident, and “aggressive” behaviors and who reduce these characteristics depending on the social circumstance through “self-monitoring”, according to Olivia Mandy O’Neill of George Mason University and Charles O’Reilly of Stanford Graduate School of Business. Related research findings discuss “impression management” and “self-monitoring” skills for women […]

Ask for What You Want: You Have More Influence Than You Think

Most people underestimate the likelihood that requests for help will be granted, particularly after experiencing previous refusals, according to Stanford’s Daniel Newark and Francis Flynn with Vanessa Lake Bohns of University of Waterloo. Help-seekers were more likely to believe that a previous refusal would be followed by another refusal to a similar request.  However, help-seekers underestimated […]

Women Balance on the Negotiation Tightrope to Avoid Backlash

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 laboratory study, reported Harvard’s Hannah Riley Bowles and Lei Lai. Likewise volunteers reported less desire to work with women who asked for […]

Do Women Advance in Careers More Slowly than Men?

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 […]

Women’s Self-Advocacy: Self-Promotion and Violating the “Female Modesty” Norm

Many women experience anxiety when required to showcase their accomplishments and skills, yet many in the U.S. have heard that self-promotion, personal marketing, and “selling yourself” are required to be recognized and rewarded at work. Gender norms about “modesty” contribute to women’s discomfort in highlighting their accomplishments. These implicit rules include: holding a moderate opinion […]

Acknowledge Potential Employer “Concerns” about Gender, Attractiveness to Get Job Offer

Although attractive people enjoy many advantages, attractive women applying for jobs in traditionally male jobs face a double disadvantage: gender and appearance. The “beauty is beastly effect” is a hiring bias favoring men or less attractive women for “masculine” jobs, first described by Yale University’s Madeline E. Heilman and Lois R. Saruwatari. They found that attractiveness was an advantage for […]

Male Peer Raters Discount Women’s Expertise in Science, Engineering

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 […]

When Do Women Talk More than Men?

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’s Branding – Impact of Rebranding at Marriage, Divorce

Playwright, esthete, and bon vivant Oscar Wilde anticipated current attention to personal branding in his comment, “Names are everything.” It is well-known that women who change their names at marriage are more difficult to find and connect to their pre-marriage professional accomplishments. This is a “Brand Equity Risk,” and may result in reduced “personal brand […]

When Women Predominate in Groups: Stigma Contagion

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, […]