First, the good news: dozens of women have been speaking out about sexual harassment in the workplace in recent months, bringing their upsetting experiences into the light and out of the shadows after a long period of silence about this issue in organizations. Understandably, women have been coming forward slowly either because of pressure to stay silent or justifiable fear of negative consequences to their careers. Gretchen Carlson spoke out at Fox News and brought about the firing of Roger Ailes and Bill O’Reilly, and other women gained courage from her example to tell their stories of sexual harassment at Fox.
I grew up in a family of entrepreneurs where my mother and many of my aunts were strong businesswomen. I am also an entrepreneur, perhaps because I had female role models, and I have always wondered—why don’t more women start businesses?
Claire Cain Miller of the New York Times agrees that something is wrong with the underrepresentation of female business founders. She notes that while women make up half the workforce and earn 40–50 percent of the degrees in business, science, and engineering, fewer than 10 percent of technology startups are founded by women, and only 36 percent of all US companies are owned by women. Also, many woman-owned businesses are small, employ only the founder, and earn less revenue than businesses founded by men, according to the census data.
“I do not feel that my years of experience are valued or respected by my boss or coworkers,” wrote an employee on an employee satisfaction survey that I recently administered for a client. Most of the employees of this organization are very young, with only a few older workers below the executive level. This comment surprised both me and my client, but I recognized it as a symptom of the generational shift change taking place in the United States.
Equal Air Time for Women: Eliminate the Male-Pattern Rudeness of Manterrupting, Mansplaining, and Manologues
Many women were immediately angry when we saw Senators Kamala Harris and Elizabeth Warren interrupted, chastised, and cut off mid-sentence during US Senate hearings in recent weeks while their male colleagues were allowed to speak. As Renée Graham noted in the Boston Globe, “To be female is to be interrupted. By the time most girls reach their first day of school, they already know how it feels to be drowned out by a chattering group of boys.” It was so obvious to most women watching the Senate hearings that manterrupting was happening—why weren’t the men involved aware of their own rude behavior?
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.