It’s a myth that the gender wage gap exists because women are not as competitive as men. A recent McKinsey study found that women negotiate as often as men for promotions and raises, a form of competition, but they receive more negative feedback when they do. Coren Apicella and Johanna Mollerstrom’s new research, published in the New York Times, shows that while women and men do sometimes compete differently, women can be just as competitive as men.
Here’s an interesting story that I recently read in the Huffington Post. This real-life experience in the workplace created support from a male supervisor for his female direct report. Their experience developed from an e-mail error that they decided not to correct for a few days for the purpose of learning. Any pair of female/male colleagues could try this kind of experiment to see what happens. Here is the story:
Could a bold and creative act by the Boston-based State Street Global Advisors (SSGA) finally bring gender equity to corporate boards in the United States? When senior female executives at SSGA decided to commission the statue “The Fearless Girl,” their goal was to bring visibility to the lack of women on boards. By placing the statue in front of New York City’s iconic Bull of Wall Street in during the middle of the night prior to International Women’s Day on March 9, 2017, they hoped to spotlight this issue.
I am surprised by the findings of a recent study showing that single millennial women who are MBA candidates in an elite program feel they must downplay their professional ambitions when in public in order to attract a marriageable male mate. I realize I should not be surprised, given the support for traditional heterosexual relationships reported by voters for Donald Trump in the recent presidential election. Joan C. Williams, writing for the Harvard Business Review, describes the strong feelings about traditional gender roles that still exist in large segments of our society. She explains, “Trump promises a world free of political correctness and a return to an earlier era, when men were men and women knew their place.” With these attitudes still deeply embedded in our society, it is no wonder that many young women feel they have to minimize their goals in public settings.
Many of my female coaching clients are told in their performance feedback that they need to be “less emotional” and to “smile more.” This feedback occurs so often that my colleagues and I joke about it when we talk about the unfair feedback that our female clients receive.
The spectacle of Senator Elizabeth Warren being silenced by a man in a male-dominated organization—in this case on the floor of the US Senate—was very familiar to many women. And then, as is typical, four men stood up and read aloud the same letter she had been reading—they were not silenced.
I have been irritated for quite some time by constant questions from friends and colleagues about when I am going to retire. Some of them even imply that I am wrong not to be retired already. I love my work and get energy, joy, and satisfaction from it. Why would I want to stop doing what is so life-giving for me?
I am now in my late sixties, and a few years ago I asked my mentor, Edith Whitfield Seashore, for advice about how to deal with these annoying questions. At the time she was still working and in her mid-eighties, and she replied: “When people ask me when I am going to retire, I ask, ‘Isn’t retirement doing what you love?’ When they say yes, I reply, ‘Then I guess I’m retired.’”
What a delight to read about Caroline Kennedy’s successful tenure as the United States Ambassador to Japan! As reported by Moroko Rich in the New York Times, Caroline Kennedy, who was appointed to the position by President Barack Obama, was the first woman to hold the post in Japan, a traditionally male-dominated society. While mocked unfairly by Donald Trump during the presidential campaign, she was, in fact, a trusted and respected diplomat who managed relations well with one of our most important allies. In addition, she built strong relationships in government and business communities as well as with the broader public.
There was a lot of focus on a dearth of middle-class jobs for men in the United States during the recent presidential election. This discussion centered on the loss of good-paying manufacturing and mining jobs for men, which have been in decline since the 1960s due to automation and globalization. Not much attention has been paid, however, to the declining number of women in the US workforce. This trend is the opposite of trends in women’s employment in other industrialized countries. What explains this difference for women in the United States?
I became an active feminist in the 1960s and 1970s as part of the second-wave feminist movement. In some ways, what being a feminist means to me has never changed: being committed to making life better for women—all women. At the same time, my understanding of what feminism means has morphed and evolved over the years and is not the same as in the 1960’s and 1970’s. At that time, we white middle-class second wave feminists thought we were fighting to improve the lives of all women, but we were clueless about the issues of women who were not white, straight, and middle class. This cluelessness inflicted serious damage on the credibility of feminism, for good reason. Some of us, myself included, were slow learners.