Women are still a minority in many male-dominated professions, such as engineering and technology, as well as being a minority in leadership positions in most industries. Past studies have shown that women in these industries have a difficult time exerting the same influence in their organizations. One reason often cited is that women don’t appear […]
Read More… from Why Self-Confident Women Have Less Influence than Self-Confident Men
With social inequality in the U.S. only getting worse and with intergenerational mobility lower than in many other advanced economies, it is clear that individuals in the higher socioeconomic levels of American society have a distinct advantage over lower class individuals in economic trajectories — that is, they are given the most lucrative jobs and […]
Read More… from High Social Class Helps Men Get Jobs, But Not Women
Job satisfaction is often linked to the quality of the working relationship between an employee and his or her supervisor. A poor relationship can lead to an increase in turnover intention — the desire or intent to leave — and eventually turnover itself: the employee quitting the job, sometimes even in the absence of a […]
Read More… from Bosses Who Treat Women Middle Managers Will Have Happier Frontline Employees
Past research has consistently demonstrated the advantages of having women as CEOs, including more innovation and the fostering of a more collaborative work environment. Despite these advantages, markets tend to react unfavourably to any announcement of a new woman CEO. One could assume that investors are simply biased against women CEOs, believing that only the […]
Read More… from New Female CEOs: Quiet Media Coverage Avoids Negative Market Reaction
Across the industrialized world, female workers earn less than men. In previous research and books on the subject, two widely accepted claims emerge that, it is believed, help explain the discrepancy: Claim 1) Women are less likely to ask for raises than men. Claim 2) The reason they don’t ask as much as men is […]
Read More… from Women Do Ask For Raises – But Don’t Get Them
In December of 2005, Norway passed a quota law requiring that women make up a minimum of 40% of corporate boards. Corporations had 2 years to comply with the law. As a result of the law, the fraction of women directors went from 5% in 2001 to 40% in 2008. Opponents of the quota argued […]
Read More… from Quotas to Gender-Balance the Board: Norway’s Drastic Action Worked
Many CEOs recognize gender equality as an important strategic priority. However, top-level strategic priorities can be undermined if male middle managers display or enable gender bias through the type of small-scale everyday organizational practices that often go unnoticed… and become accepted as the way things are. As a result, male middle managers are the linchpin […]
Read More… from Male Middle Managers: Linchpins of Gender Parity at Work
A new worldwide study of nearly 20,000 Millennials from around the world revealed the vast diversity of a generation that is often mistakenly treated as a homogeneous group with one mind. The survey, co-sponsored by the INSEAD Emerging Markets Institute, the HEAD Foundation and Universum, highlights differences among Millennials from different regions of the world. […]
Read More… from Millennials 6: Attitudes Differ Based on Age and Gender-Sometimes
According to Jim Johnson of University of North Carolina’s Kenan-Flagler Business School, the major demographic trends transforming America today are unprecedented — so unprecedented that he calls these trends “disruptive demographics.” Based on on-going analyses of statistics from the U.S. Census Bureau, Bureau of Labor, Internal Revenue Service and other governmental agencies, Johnson, who is […]
Read More… from Six Disruptive Demographic Trends and What They Mean for the Workplace
The Center for Creative Leadership (CCL®) conducted research on the role of the word bossy in the workplace. Their results show a consistent trend that being bossy in the workplace has negative consequences, and those consequences are particularly harsh for women. Bossy coworkers are described as unpopular and unlikely to be successful in the future. […]
