When a man avoids social contact with women colleagues, that may avoid the appearance of impropriety. But it stereotypes and excludes women.
She is “helpful” but “too assertive.” He “shows initiative” and “solves problems.” Research shows that the language used in performance reviews for men and women is very different. The language clearly reflects underlying gender bias. Can making managers more aware of their language actually uproot and change gender biases?
The numbers and graphs in the report by Lean In and McKinsey & Company, Women in the Workplace 2015, support some beliefs, and challenge some myths, about why women remain underrepresented at the executive level of American business. What about gender bias? The report concludes that women are more likely than men to perceive gender bias. Of course they do! One of the recommendations of the study is training to “interrupt gender bias,” including to assure men can see and understand the challenges women encounter.
Women in the corporate workplace have had lots of press lately. First, the September issue of Fortune magazine with its list of the 50 most powerful women. Then came the report by Lean In and McKinsey & Company, Women in the Workplace 2015, and Sheryl Sandberg’s summary of the report in the Wall Street Journal. It’s a mixed bag of positive and negative. Let’s take the “glass half full” view and celebrate 50 incredibly powerful women.
I look forward to studying the recently published report by Lean In and McKinsey & Company, “Women in the Workplace 2015.” Sheryl Sandberg’s piece announcing the report in the Wall Street Journal, “When Women Get Stuck, Corporate America Gets Stuck,” got a lot of commentary very fast. In the first hours after it hit the internet, most of the comments are from men. And many of those can only be called defensive, hostile and closed-minded. What’s with the backlash?