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When women work for other women, clashes are notorious – even inevitable. But that narrative doesn't tell the whole story.
Mar 24, 2024 · Unequal pay for women, despite comparable job responsibilities and qualifications, represents a clear example of entrenched gender-based discrimination. Across industries, women consistently receive lower compensation than their male counterparts, reinforcing the pervasive issue of unequal pay.
- Performance evaluation bias. In performance reviews, men are rated more often on their potential, whereas women are rated more often on what they already achieved.
- Motherhood bias. This is the bias that assumes women are less committed to their careers if they become mothers (like they can't have more than one thing they're passionate about or good at?).
- Leadership bias. This is the belief that only one type of leadership style works best. Both men and women have less faith that different leadership styles will be as effective, despite the evidence that many leadership styles work well, that different styles work better for different situations, and that the leadership styles many women bring to the workforce better meet the current demands for successful companies.
- Benevolent sexism. Women are just as committed to their careers and find work-life balance just as challenging as men do. Yet they are encouraged more often to take accommodations, such as going part-time and shifting to internally facing roles, which derails their careers.
- Microaggressions v. Macroaggressions
- Microaggression 1: No, I’m Not Your Sweetheart
- Microaggression 2: Same Behavior, Different Description
- Microaggression 3: Benevolent Sexism
- Microaggression 4: Underestimating
- Microaggression 5: Invasion of Space and Inappropriate Touching
- What You Can Do instead: micro-inclusions
- Why Does It Matter?
Macroaggressionoccurs on a systemic level. For instance, unequal pay practices or conditions for a certain group of people. In contrast, microaggressions are intentional or unintentional verbal or nonverbal behaviors that occur in everyday interactions. They are often unacknowledged, and casually degrade, demean, or put down someone who is part of ...
Calling women by seemingly endearing names is often not appreciated and many women find it offensive. For example, the leader of a very large company in Latin America shared with me how much she hates it when one colleague calls her reina.
As one woman at a New York City tech start-up company told me, “I’m constantly aware that I am the only women that works at the company, as I am regularly told how much ‘nicer’ I am to work with than any of the other guys at my company.” Although this may seem like a compliment, that’s not how most women would take it. Women who negotiate for a pro...
During a keynote presentation at a global company, a leader relayed how he regularly tells one of his female employees, a new mom, who often works late, that she should go home. I asked him if he asks the same question of new dads on his team? Psychologists Peter Glick, Ph.D., and Susan Fiske, Ph.D., call this benevolent sexism.Their research indic...
Women report that they are regularly underestimated by colleagues and clients. At a Harvard Business School conferenceI spoke at, professional women shared these experiences: 1. People assume I am not in a technical role at my tech company. 2. My skills/intelligence have been underestimated and I’m assumed to not be ambitious. 3. I’m asked to take ...
Touching women without their consent: you would think that this could go without saying, but it still happens. Your default should be to not touch the people you work with. Even though your intentions may be completely harmless and even “supportive physical contact” in your opinion – like putting you hand on a woman’s shoulder or arm – it should be...
In the coming weeks we will be sharing quick impactful interventions – micro inclusions – that you can use to become a better colleague. Eliminating slights in the workplace is the most minimal action you can take to remove obstacles to a level playing field and success. In the meantime, here are a few things you can do: 1. If you have experienced ...
Because, you want to treat your colleagues and clients with respect and would not want to insult or demean them. Because you want a more equitable, high-performing workplace where unconscious bias is interrupted and minimized. Because you know that diverse teams are higher performing than homogeneous ones. Because you want to do what’s right!
Apr 14, 2020 · Female rivalry happens when a woman uses her power to keep another woman down, whether it’s by mistreating her or unfairly competing with her. But women are not at fault.
Mar 2, 2022 · Summary. New research examines gender bias within four industries with more female than male workers — law, higher education, faith-based nonprofits, and health care. Having balanced or even...
People also ask
Is gender discrimination still a problem in the workplace?
Are women'supposed to be in conflict'?
What are some examples of discrimination against women?
Do women work for other women?
Sep 27, 2023 · While obvious cases of discrimination against women — like sexist comments or the systematic underpayment of women — dominate headlines, there are subtler, more insidious forms of...
