Posts Tagged ‘ leadership ’

Closing the Gender Leadership Gap

April 26, 2011
By Hello Ladies

Woman climbing corporate ladderThe number of women in the senior ranks of companies worldwide is decreasing, not increasing as one might expect. According to a report from consulting firm Grant Thornton International, the number of women in senior management positions globally has gone from 24 percent in 2004 to 20 percent in 2009. What gives?

Well, change is slow. Very slow, sometimes. In fact, here in the U.S., in ten years, the percentage of female corporate officers in Fortune 500 companies grew only 2 percent, to 14 percent total. The percentage of female board directors grew just four percent, to 16 percent. And the percentage of women who are among the top earners, increased from 12 percent to 14 percent. (Source: Catalyst)

A new report from the Center for Gender in Organizations (CGO) at the Simmons School of Management, “Closing the Women’s Leadership Gap:Who Can Help?,” looks at the factors contributing to the gap and at what can be done to shrink it.

The CGO surveyed more than 300 women at the 2010 Simmons Leadership Conference and found that more than 90 percent of the respondents report experiencing “second generation,” or subtle discrimination at work. According to the press release, announcing the report’s availability, “Second generation gender bias includes work cultures and practices that appear neutral on the surface, but can result in differential experiences and treatment of women and men.  Examples include performing ‘invisible’ work, such as resolving problems and bringing teams together, which receives little to no credit; exclusion from key networks necessary for advancement; and being hyper-scrutinized while in leadership roles.”

The study also examined the ways in which women seek help addressing gender bias at work. Survey respondents reported reaching out to their personal connections for advice. It makes sense. When you are feeling a lack of trust or a sense of discrimination, it’s natural to turn to those you do trust and relate to – a spouse, partner, members of your professional networks, peers, mentors – other women. However, the study reveals women perceive greater success in dealing with second generation bias when they get help from a male boss. So while peers, spouses and female coworkers may be most willing to lend support, it pays to be deliberate and persistent in developing relationships with the men at work who hold positions of authority to effectively address gender issues.

The report outlined what women can do to both promote and support other women and to advance their own careers.

- Women bosses and mentors need to complement the socio-emotional advice and support that they give mentees with active sponsorship and strategic advice.

Women in positions of leadership and authority need to dish out some tough love in order to help mentees. Don’t skip the encouragement, jut balance it out.  And don’t be afraid to sponsor high-potential mentees.

Women pursuing leadership need to be strategic in seeking out sponsors as well as mentors.

Understand the power structure in your organization and build relationships with those in position of authority, not just with those with whom you relate naturally.

And finally, women pursuing leadership need to invest in learning more about second gender issues and how they shape women’s paths to leadership.

All though it may seem effective short-term, the heads-down, barrel-through strategy isn’t always the best one. Contrary to what your friends may tell you, it’s not only okay to acknowledge that women experience work differently than men, it’s strategic.

The 2011 Simmons Leadership Conference is today in Boston. The theme: Passion and Profession. It should be interesting.

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Guest Post: Women Count

April 18, 2011
By Hello Ladies

Women Count bookWe asked Susan Bulkeley Butler, author of Women Count, if she would share some practical career advice with us. Here’s what she had to say:

A “Susan Butler ism” is the easiest way for me to share my advice.

For instance, you must understand the difference between a job and a career.

During my first four years of working in the real world, I realized I had a job. I wasn’t working toward a goal. I didn’t realize that these projects weren’t getting me to where I wanted to be, (a management position). I didn’t have the skills needed for this sort of promotion. In order to get to where you want to be, you must:

  • Create a plan to achieve your aspirations
  • Set your sights high
  • Integrate your dreams with reality

Next, make things happen for you rather than let things happen to you. In the example above, I let things happen to me. I should have taken on the assignments and executed them in a way to obtain and develop management skills. In order to make things happen for you, you must:

  • Develop your goals and talk to your advisors about them
  • Identify the skills and responsibilities you need
  • Take advantage of every opportunity to proactively build these skills

Build a board of advisors – a team to help you achieve your goals. These people are friends, role models, mentors, teachers, parents, etc. My team changed over time, depending on how my goals changed.  Your team should:

  • Be dependable – they should help you focus on your dreams
  • Provide you with ideas and alternatives to consider
  • Develop various opportunities for your success

Network, network, network. I joined a women’s network in order to learn from senior women leaders, and to develop my own leadership skills. Learn how to turn strangers into acquaintances, and turn acquaintances into useful allies. Help your allies and they will help you. Networking is a two-way street. Below are some helpful tips to keep in mind:

  • Strategic networking must become a way of life
  • Be a team player with a “We” attitude (instead of “Me”)
  • Pay attention to people – your most valuable asset

Lastly, be the CEO of You, Inc. This means that you need to take on the responsibility of who you want to be and spend time every day making your dreams come true.

CEOs take responsibility for their companies and spend time making them successful. You need to do the same for You, Inc. In order to do that, you must keep the following in mind:

  • Become the CEO of You, Inc. with a CEO mindset
  • Change happens, but your reaction is your choice
  • Make things happen for you, don’t let them happen to you

Congratulations on accepting the promotion to CEO. I look forward to hearing about the successes of You, Inc.

About Susan

Susan was the first woman to work at Arthur Anderson & Co. in 1965. Fourteen years later, she became the first female partner of the company’s consulting organization, Anderson Consulting (now known as Accenture).

She holds a Bachelor of Science degree in industrial management and an Honorary Doctorate in management from Purdue University. In addition to her education, Susan received the Sagamore of the Wabash Award, which is the highest honor presented by the Governor of Indiana, for her outstanding service to the state. Upside magazine named Susan one of the “50 Most Remarkable Women in Technology.”

Susan shares her story in “Women Count: A Guide to Changing the World.”


 

Women, Business and Chocolate

March 1, 2011
By Hello Ladies

Woman presentingWe are very excited to be a  sponsor of the Simmons Leadership Conference on April 26 At the Seaport Hotel in Boston. Starting with an open plenary by Anne Mulchay, former CEO of Xerox, and ending with a closing keynote by designer Donna Karan, the conference is packed with actionable information on communicating, vision and leadership. It’s also a great day to make connections with like-minded women. Tickets sell out quickly, so plan ahead.

Later that night, join us at Chocolate Madness, a fundraiser for NARAL Pro-Choice Massachusetts. Join fellow chocolate lovers to support an important cause and sample more than 600 chocolate treats prepared by Boston restaurants and pastry chefs. Order tickets here.

And finally, checkout the MegaMixer networking event for women on March 10 organized by Women Building Connections and The Dream Factory Community. The the theme for the evening is “Maximizing Your Networking Efforts” and

Registration is $15 during the month of February and will increase to $20 on March 1st. Purchase tickets here.

This event will be sponsored by and held at The Hampton Inn in Natick.

Participating organizations include:
Network of Enterprising Women (NEW)
The Indus Entrepreneurs Women’s Initiative (TIE-WIN)
MetroWest Women’s Alliance
Massachusetts Alliance for Female Entrepreneurs (MAFE)
Women’s Resource Network RI
Sterling Institute of Relationship/Women’s Division
National Association Women MBAs
CRAVE Boston
Network for South Asian Women (NetSAW)
Network for South Asian Professionals (NetSAP)
Indian Women Physician’s Forum (IWF)
Downtown Women’s Club -MetroWest
Boston Women’s Network
Wellesley Chamber of Commerce
Women’s Business Network

Six Ways to Honor Women’s Equality Day

August 26, 2010
By Hello Ladies

Today is Women’s Equality Day marking the ninetieth anniversary of the Nineteenth Amendment, which gave women the right to vote. It’s not an easy day to honor. Do we celebrate the tremendous work of the suffragettes who fought long and hard for women? Or do we note the irony of an equality day when women still earn, on average, only 77 cents for every dollar a man earns; bang their heads against a glass ceiling; still do the majority of housework and haven’t reached critical mass in Washington?

I say we mark the day by taking action. If we exercise our power as women, we both honor the women who came before us and help advance those who will come after us. Here are six suggestions for celebrating Women’s Equality Day.

1. Vote. The suffragettes fought a long, hard battle in order for women to have the right to vote.  If you aren’t already registered, register to vote today, read up on the issues and cast a ballot in the midterm elections. Women are 51 percent of the population and we do make a difference on election day.

2. Run. Better yet, why not run for office? Ladies, it’s great to help candidates and cast a vote. But we are so much more powerful than just phone bankers and sign holders. We need a critical mass of women in elected positions both locally and nationally if we want equal representation. Visit She Should Run, Emerge and The White House Project to learn about campaigning.

3. Speak. At a minimum, let your elected officials know what you expect of them. Call your Senators and tell them we need them to pass the Paycheck Fairness Act and the Healthy Families Act. Tell the White House it’s time to ratify CEDAW, The Convention on the Elimination of All Forms of Discrimination Against Women, and the Equal Rights Amendment. We’ve waited long enough.

4. Teach. Tell your children about suffragettes like Helen Gardener, Ida Husted Harper and Marjorie Shuler who aren’t in the text books, but should be. These women changed the course of history.

5. Thank the women who are fighting for equality today. Make sure they know their work is appreciated. My sincere thanks to so many women including Gloria Feldt and Jodi Jacobson who stand up for our reproductive rights; Zoe Nicholson who never stops fighting for equality; Marie Wilson, Jehmu Green and Katie Orenstein who teach other women how to use their power; CV Harquail and The Mama Bee who inspire me by how hard they work; Lea Webb and Jill Miller Zimon, who are modeling a new ideal for public servants; @rosiered23 and Cynthia Samuels for giving women a place to read, write and learn.

6. Notice the women who are quietly making a difference in your life (the coworker who negotiated maternity leave, the sole woman on the city council, the boss who stuck her neck out for you) and honor their work by following their lead.

Enjoy the day and feel free to leave a comment with the names of other women we should thank.

Have You Heard Women Make Bad Bosses?

August 12, 2010
By Hello Ladies

I didn’t want to do this, but here it is: my personal boss scorecard.

Boss 1. Male Irrational and unethical. Oh, the stories I could tell.

Boss 2. Female She rocked.

Boss 3. Female Demanding, micromanager who was smart as hell and taught me volumes.

Boss 4. Male Great guy. I’d work for him again.

Boss 5. Female Great woman. I’d work for her again.

Boss 6. Female She rocked. (It was Boss 2 again.)

Boss 7. Female Toxic. (Docked my bonus when I got pregnant.)

Boss 8. Female Neutral.

Boss 9. Male Toxic.

What does any of this mean?  Not much. The fact is some people, regardless of gender, make great bosses and some don’t. And yet this week alone I’ve seen two “men make better bosses” stories. The first was surprisingly in The Glass Hammer and lead with this zinger, “You don’t have to look too far into management research to uncover that all the statistics point to one thing: we prefer to work for men.” The so-called research the author cites is a survey of MBA students taken and written about by Ella J. Edmondson Bell, PhD. Bell teaches a leadership course at Tuck where the classes typically average 20 -60 students. The other was an informal Facebook poll done by ForbesWoman. These “statistics” mean nothing.

The second story was in the UK newspaper The Daily Mail and ran with the sensational headline, ” Men are the best bosses: Women at the top are just too moody (and it’s women themselves who say so).”  And while this story was based on a survey of 3000 people conducted by recruiting firm UKJobs.net, it is still flawed and misleading.

Put aside the completely damaging statements in the article like “They are hormonal, incapable of leaving their personal lives at home and only too happy to talk about their staff behind their backs. Female bosses are a nightmare to work for….” and examine how workers arrived at their conclusions.

Supposedly the respondents preferred men for a variety of reasons including that they are, “straight-talking, less likely to get involved in office politics, able to leave their private life at home, have no time of the month, more likely to share common interests.”

Shall we break those down?

Straight-talking, less likely to get involved in office politics

The employees surveyed prefer a certain set of attributes-  attributes they accept as corporate norms. Those attributes have become norms subtly and over time because they have been consistently exhibited by leadership  and that leadership has been predominantly male for years. And, they have been reinforced by performance evaluations which are often inherently biased against women. It makes sense. Performance reviews are usually created by management. And management at most companies has been and still is predominanteyl male. Leaders are likely to evaluate employees on “acceptable behaviors” –  those that mirror their own. So whether or not they realize it, most employees, both men and women, have been conditioned to view stereotypically male behaviors as acceptable corporate behaviors. No wonder employees prefer men’s communications styles in the office. It is what they have observed as normal corporate culture for years – both in the office and in the media.

Able to leave their private life at home

No kidding?! I don’t know what the statistics are in the UK, but here in the US at least one study shows women do 53 percent more housework than men. The study, from Vanderbilt University, defines housework not only as cooking and cleaning but as childcare too. Women traditionally take on more elder-care reponsibilites than men and still are the only sex capable of bearing children, causing them to need time off for doctor’s appointments, labor and delivery. Is it any wonder men can leave their personal lives at home?

Have no time of the month

The fact this issue even surfaces in the survey results leads me to believe the study was written with a strong gender bias. Unfortunately I couldn’t find the original data on UkJobs.net so I couldn’t dissect it.

More likely to share common interests

Take a look at the clip from the 1970s hit sitcom “Maude” below. Many of the issues the fictional Maude faced as a woman manager still ring true today. Again, because corporate norms have been so heavily skewed toward men for years, women often feel the need to adopt the dominant behaviors in their workplace. And when they do, they are often penalized for being a “bitch” or come across as inauthentic.  So it’s not surprising employees feel a connection with their male bosses who are free to be themselves.

But hey, aren’t things changing? Don’t we have more women on the national payroll then men? Aren’t high-profile female CEOs like Carol Bartz (Yahoo!) and Ursula Burns (Xerox) creating a new corporate reality? Yes, things are changing. And a whole host of research proves that corporate America will be  better led by a diverse leadership team than by the status quo. But progress takes time and articles like these, that ask the wrong questions, don’t help.

Instead of talking about whether or not women are capable of management roles, possess the intelligence to hold senior positions, or affected by their “time of the month”, we should be talking about:

What kind of leaders do we need to bring about a recovery?

How can we find, nurture and retain a more diverse leadership and workforce?

 and, How can we better support working parents so that they can fully participate in the economy?

Those are the questions we need to answer. But alas, those questions don’t sell newspapers or attract unique visitors to a website.

For more analysis on this topic:

“Why Does Forbes Think Everyone Prefers Male Bosses?”

“Are Working Women Mean?”

Is Elena Kagan a Careerist?

May 13, 2010
By Hello Ladies

“She seems to be smart, impressive and honest — and in her willingness to suppress so much of her mind for the sake of her career, kind of disturbing.” So wrote New York Times op-ed columnist David Brooks about President Obama’s Supreme Court nominee Elena Kagan.

Kagan is a tough nut for the media to crack. Three days after the President named her as his nominee, there is still no “wise latina” controversy to feed on. Yes her sexual orientation has been questioned and her appearance has been criticized, but that’s about as deep as it gets. And wise Americans know it’s also irrelevant. Neither the left nor the moderate right can confidently claim her as their own because Kagan has not left much of a paper trail in the course of her distinguished career. Aside from a memo about late term abortions – more strategic than opinionated, Kagan has managed a stellar, and mostly neutral career. And so, we criticize her for that. Critics are saying Kagan is a careerist.

Careerists don’t make the best friends. They’ll blow off drinks for a deadline. They usually don’t make the best spouses or the best parents. But if they have savvy and brains, they do make it to the top of their chosen careers.  And someone needs to get there.

Career and political ambition isn’t always considered a bad thing. When someone makes a plan to reach the top of their profession and then achieves that goal we often note they have focus or they were groomed for the job. But in Elena Kagan this trait is “disturbing.”

To be fair, David Brooks never actually calls Kagan a careerist. But he is clearly bothered by her drive. Is Brooks a sexist?

Maybe not. Brooks likens Kagan to the “Organization Kids” at elite colleges. He writes, “These were bright students who had been formed by the meritocratic system placed in front of them. They had great grades, perfect teacher recommendations, broad extracurricular interests, admirable self-confidence and winning personalities.” And he notes, “There’s about to be a backlash against the Ivy League lock on the court.”  If Kagan is confirmed, all of the Supreme Court Justices will be Harvard or Yale Law graduates. And that could be what’s bothering Brooks.

But Brooks is a smart man. His own career has been spent working at what could be considered the elite publications: The Wall Street Journal, The Weekly Standard, Newsweek, The Atlantic Monthly, and now The New York Times. Surely he sees that the” Organization Kids” are running rampant in Washington. So when he decides to call one out, one who happens to be a woman nominated for the Supreme Court, he’s got to realize his timing is “kind of disturbing.”

Perhaps even more disturbing than Brooks’ column, was the follow on piece by Andrew Sullivan in The Atlantic. Sullivan writes, “David Brooks’ column today really helped crystallize for me my qualms about Elena Kagan. Her life, so far as one can tell, is her career, and her career has been built by avoiding any tough or difficult political or moral positions, eschewing any rigorous intellectual debate in which she takes a clear stand one way or the other, pleasing every single authority figure she has encountered, and reveling in the approval of the First Class Car Acela Corridor Elite.”

That sounds like much of Washington to me. And much of Wall Street, and the Fortune 100, and the big, non-profits run by privileged Ivy Leaguers too. So what’s the problem? Sullivan laments the fact Kagan’s life lacks any personal struggle. “Not a single anecdote in her life-story would be out of place in a Rhodes Scholar application – and I mean that as damning.”

Pity Brooks and Sullivan can’t grasp any real understanding of what the climb to the top might actually be like for a woman like Kagan.  I’ve conducted many interviews with women executives and based on those discussions, here’s what a woman’s career might entail – there’s plenty of personal struggle.

She would need to have a perfect academic record to compete with the men. Studies show the system would be stacked against her getting hired and getting promoted. She would have to have a perfect work record; she couldn’t afford any red flags in her personnel file. She would need to ask for plum assignments without being labeled as too aggressive.  She would have to seek out her own mentors; most likely they wouldn’t come calling for her. She could never appear weak; she’d learn to walk the fine line between assertive and “bitch.” She better not be too pretty; but being just pretty enough could be an asset. She would have to check parts of her personality at the door; lest she get labeled emotional. And she’d be in constant danger of getting placed on the mommy track. Then again, she might get dinged for not choosing motherhood.

And her reward for all of that would be more than just making it to the top. It would be her opportunity to use her power for good when she got there. It takes power and influence to affect change. And it takes being “prudential, deliberate and cautious,” as Brooks describes Kagan, to make it into a power position.

Will Kagan use her power for good not evil? None of us can know for sure.  And I think that’s what really bothers Brooks and Sullivan. We can only hope. All we know for certain is Kagan is driven. And last I checked, there was nothing wrong with that.

Fear of Public Speaking

May 12, 2010
By Hello Ladies

Public Speaking. Hate it!

Even though I took Voice and Articulation, Debate, Oral Interpretation and Public Speaking 101 in college; even though I won, not one but, four awards in my Dale Carnegie class; even though I’ve presented at sales meetings and new business pitches and industry conferences; I still start to shake when I stand at a podium. It makes me crazy.

And yet I continue to put myself in situations where speaking into a microphone is necessary. Last night I spoke before Town Meeting, a tough crowd made up of career, albeit local, politicians; bright young things who’ve recently moved into town; and our own special and crusty “Party of No” — the townies.

I chair a committee which is sponsoring two pieces of legislation so it did make sense for me to explain the bills. But still, I could have avoided the public presentations. There are several well-spoken, well-respected men in town who, quite frankly, could have made the case better than me. And then there are several members of the boy’s club who have more political chips with the lovable Townies than I ever would. (You see I didn’t move here until I was two. I am not an insider.)

I used to think I put myself in these situations for the purpose of personal growth. But then I realized, growth is the last thing I need. Quite frankly, I could use a little personal shrinkage – around the waist, the hips, and the thighs.

No, I stood up last night for two reasons. The first: my daughter. I firmly believe that if we are going to tell our daughters they can grow up and become anything they want, then we must show them examples. And yes, even a trembling mom fighting for change at a suburban town meeting is a better example than a mom sitting quietly in the back of the auditorium listening to all the men speak.

The second reason: critical mass. The idea of  critical mass is that once women reach at least 30 percent representation in a group, they can start to affect real change. At thirty percent they stop being  viewed and judged as the representative women in the group, and start being evaluated for their contributions. Where I live, we are far from critical mass. Just one selectman out of five is a woman. There are only two women on the nine-person Finance Committee. We have no women on the Planning Board.  There are three women, out of seven members, on our School Committee. (But education is women’s work, isn’t it?) Three out of the nine people on my committee are women.

I don’t particularly enjoy politics. I dislike the quid pro quo, the compromises, the lack of transparency and the attitude, “that’s how we’ve always done it.” Plus, I’d rather be home spending time with my husband and kids, or watching Glee, than sitting through marathon meetings. But if I don’t participate, then what will my daughter see? Until we reach a critical mass of women in Washington (and at 17 percent we’re way off), we all need to step up to the microphone and literally, shake things up.

Five Ways to Celebrate International Woman’s Day

March 8, 2010
By Hello Ladies

Today is International Women’s Day (IWD). IWD was started in1911 to celebrate the economic, political and social achievements of women worldwide. IWD is an official holiday in China, Armenia, Russia, Azerbaijan, Belarus, Bulgaria, Kazakhstan, Kyrgyzstan, Macedonia, Moldova, Mongolia, Tajikistan, Ukraine, Uzbekistan and Vietnam.  The theme of this year’s IWD is “Equal rights, equal opportunity: Progress for all.”

Here are five things you can do to celebrate the day:

1. Support equal pay. Women still earn, on average, only .77 cents for every dollar a man earns. For women of color the gap is even greater. Despite the signing of the Lilly Ledbetter Act at the start of last year, we are not making progress in this area. The wage gap has widened. Let your senators know we need them to pass the Paycheck Fairness Act.

2. Support a woman candidate. Make a donation or volunteer your time and help get a competent women elected. Better yet, why don’t you run for office? Organizations like the Women’s Campaign Forum and Emily’s List support pro-women candidates with coaching and fundraising. Start by visiting She Should Run. Women bring much-needed diversity, unique perspectives, creativity, hard work and problem-solving to public office.

3. Support healthcare reform. Healthcare should not be a political issue. It is a matter of equity. Call your legislators today and tell them to pass healthcare reform. Women deserve equal coverage for equal premiums. We are not preexisting conditions and we deserve the full spectrum of coverage – including reproductive health.

4. So while you’re at it, tell Congress to stop Rep. Stupak and demand comprehensive reproductive healthcare. You can also share this video from Pathfinder International and help support reproductive rights for women worldwide.

5. Support yourself. Brag a little. Tell your friends, family and or coworkers about something positive you did. Don’t hold back. Let the world know, one woman at a time, about the achievements of women –starting with you.

Steakhouse Settles Sex Discrimination Suit

January 5, 2010
By Hello Ladies

restaurant

Why couldn’t it have been the Ninety Nine? Every summer while on vacation, my husband and I go out to dinner with another couple. Every year I offer a long list of suggestions – waterfront restaurants where the food is marginal and overpriced but the setting is beautiful. And every year, we eat at the Ninety Nine, a chain restaurant with the ambience of a carboard box. “It’s a great value,” the men tell me.

So when I heard that a major steakhouse chain paid out $19 million to settle a sex discrimination class lawsuit, I hoped it was the Ninety Nine. Perhaps I could change our annual outing on moral grounds. But alas, it was Outback Steakhouse, a place I never frequent anywhere.

According to the U.S. Equal Employment Opportunity Commission (EEOC), Outback denied women equal opportunities for advancement. Women could not get promoted to the higher-level profit-sharing management positions in the restaurants. Also, the EEOC claimed women were denied access to the jobs that would put them in line for management positions.

This is not the first sex discrimination suit for Outback. In 2001, a jury awarded $2.2 million to a female employee who was paid less than a male coworker performing the same job. Across the board, the number of sex discrimination claims or “receipts” filed with the EEOC rose from 24,826 in 2007 to 28,372 in 2008. (Of the 2008 claims, 56.9 percent were determined to have no reasonable cause.) 

A December 30 article in the Economist claims, “We Did It! The rich world’s quiet revolution: women are gradually taking over the workplace.”  In numbers yes, but not in influence and earning power. We know that the number of female directors and executives in the top public companies remained flat or declined in recent years. We know the wage gap has widened. When women are denied access to higher paying jobs, like the women at Outback allegedly were, it is harder for them to earn top salaries. We know that pregnancy discrimination still exists –the EEOC received 6,285 charges of pregnancy-based discrimination in 2008.

Many think overt cases of sexism are on the decline. It’s hard to measure. But micro inequities and hidden barriers in the workplace are still affecting women’s advancement.  And these more subtle forms of discrimination can be harder to address. While we can’t control the behaviors of others, we can do everything in our own power to reach true equality at work. So as you plan your career strategy for 2010 remember to:

Ask for what you want. Some managers will assume because you are a woman and/or a mother, you may not be interested in key assignments. Make sure your boss knows your career goals.

Watch the double standard. Sad but true, it still exists. Act too strong, risk being labeled a bitch. Not tough enough, you’re a wimp. Know it exists and balance the risk/reward when taking action at work.

Hone your negotiation skills. Poor negotiating skills are often cited as one of the reasons women earn less than men. Build your skills so you can be a strong advocate for yourself.

Stay positive. Discrimination, both subtle and overt, can affect your confidence and esteem. Try to remain focused on your long term goals and not take the discrimination personally.

Take notes. If you are a victim of discrimination, document what  is happening. If you file a claim, you will need details and dates.

A Long Way from Equal

November 16, 2009
By Hello Ladies

whpI was complaining to my father after learning a male coworker made more money than me despite the fact I was on the management team and my coworker was not. My father responded, “I didn’t think women had to deal with that anymore. I thought women were treated as equals these days.”  I’ll spare you the 30 minute rant I shared with my father in response.

The idea that women and men are equals in the workplace is a common misconception. After all, there are more women going to work every day than there are men. And women are breadwinners: a working wife, on average, contributes 42.2 percent of her household’s income. (Source: The Center for American Progress).  Women receive the majority of college degrees. But for some reason, this doesn’t add up to women rising to the tops of their organizations in any significant numbers. We know that the wage gap is widening, not closing. And, in Massachusetts alone, women are losing ground at the top.

Now, a new report from the White House Project points out just how far women still need to go in several different industries. According to “Benchmarking Women’s Leadership” women represent a mere 18 percent of top leaders. Take a look at the percentage of women who are:

*Full professors 26%

*University presidents 23%

*Fortune 500 CEOS 3%

*Among the highest paid at the Fortune 500 6%

*Movie and TV directors, executive producers, producers, writers, cinematographers 16%

*Television station owners 6%

*Newspaper publishers 18%

*News directors of radio stations 20%

*News directors at television stations 28%

*Law partners 18%

*Judges 25%

*Top military officers 11%

*Members of Congress 17%

*State legislators 24%

*Mayors 15%

*Protestant clergy and rabbis 15% (The Catholic Church,  Orthodox Judaism and Islam prohibit women from holding ministerial leadership positions.)

*College athletic directors 21 percent

The sector where women come closest to parity is nonprofit. Women represent 45 percent of nonprofit CEOS. But when you take a closer look, you will see they represent only 21 percent of the CEOs at organizations with budgets of $25 million or more. And women CEOS at these organizations earn, on average only 66 percent of what their male counterparts earn.

Maybe you are reading this and thinking, “Well I don’t want to own a television station or be a mayor or a minister. I make a decent living and have a good life.” That’s fine. But the lack of women at the top still affects you. There is a growing body of literature showing the correlation between diversity of leadership and positive results.  

Women and men approach leadership, risk management, team building and other key skills differently. Women represent 51 percent of the population and at least 85 percent of consumer buying power. In order for the United States to compete in a global market, rebound from the recession, and best represent the interests of all of its citizens, we need to shift the balance of power.

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