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Research from cognitive neuroscience and behavioral economics has consistently shown that women are hindered in career advancement compared to men.
a study of executives in 20 Fortune 500 companies found that men progressed faster and received higher wages than women, despite the fact that women had similar qualifications, worked in the same industries and had consistent work experience.
Another study of 138 executives, half male and half female, believed women had to work harder to overcome barriers such as exclusion from informal networks and less guidance than men.
In addition, a study of more than 1,000 MBA graduates revealed that women experienced discrimination more often than men, and even after adjusting for work experience, women earned less than men.
It is clear that there is a “glass ceiling” and discrimination against women that hinders their progress compared to men, despite comparable qualifications, skills and experience.
Related: If you want more women in leadership, you need to make coordinated change. Here’s how.
However, hiring women over men can be the key to success for your business, according to a wealth of scientific research. Studies have shown that women-led teams tend to outperform men-led teams and that companies with more women in leadership positions are more profitable.
A study published in the Harvard Business Review reports that companies with a higher percentage of women in top positions are “more profitable, more socially responsible and provide safer, higher quality customer experiences”. With a strong focus on innovation, the study looked at 163 multinational companies over 13 years to determine how these companies’ long-term strategies changed after women joined their top management teams. They found that companies were more open to change and less open to risk and shifted focus from M&A to R&D.
Other exchanges show similar results. Research the National Organizations Survey from 1996 to 1997 found that companies with more gender diversity tend to have more customers, higher sales revenues, and larger profits. Another study found that companies with at least 30% women on their boards tend to be more profitable. Plus a third study found that gender-balanced teams tend to have better sales and profits compared to mostly male teams.
But why do women-led teams perform better? Research suggests that women may be more effective leaders because they are more likely to foster a positive and inclusive work environment. Studies have shown that women are more likely than men to encourage collaboration, share credit, and provide constructive feedback.
In addition, women are often more adept at it multitasking, which can be a valuable asset in today’s fast paced business world. Women are also more likely to take a long-term perspective, which can be beneficial to a company’s long-term success.
However, it’s not just about the numbers. It is also important to ensure that women have equal opportunities to succeed and are not held back by it unconscious bias.
Related: Women are being pushed out of the workforce and it’s time employers did something about it. Here’s how.
Companies that prioritize diversity and inclusion tend to have a more engaged workforce and a more positive corporate culture. This can lead to higher productivity and employee satisfaction, as well as a more innovative and flexible workforce.
This discrimination is often the result of implicit bias, which refers to unconscious and unfounded associations and assumptions we make because of our gut reactions, intuitions and instincts around people we think may or may not belong to our group. These biases can take the form of the halo effect, where we make an overly positive evaluation of other aspects of an individual based on a trait we like, or the horns effect, where we downplay all the traits of another. based on an aspect we like. aversion.
To address these biases, it is important to evaluate their consequences and take steps to counter them. This may include implementing diversity and inclusion programs, train employees on implicit bias and its effects, and actively seeking and promoting qualified women for leadership positions. In addition, it is important that both men and women are aware of their own biases and work to counter them in their interactions with colleagues and in their decision-making processes.
Overall, it is clear from the research that discrimination against women in the workplace is a real problem, and that addressing implicit bias is key to promoting gender equality and creating a more inclusive and equitable workplace. By taking proactive steps to counter these biases, organizations can not only promote gender equality, but also benefit from improved performance and profitability.
