Women and even ‘feminine-faced’ men assumed to be poor negotiators

women negotiators

Women’s reticence to negotiate is often blamed for part of the gender pay gap, with naysayers claiming ‘you get what you ask for’. Yet more research shows that stereotypes about women who do attempt to negotiate are often a bigger part of the problem. The Journal of Organisational Behaviour and Human Decision Processes reported that people of both genders were more likely to want to negotiate against women - and even men who had feminine facial features.

This implies women, and even men with more feminine faces, are poor negotiators and therefore more appealing adversaries. The researchers at Cornell University found ‘people were systematically more aggressive to feminine featured faces – they were more demanding and would send in offers that compromised less. The only upside for women? Become a good negotiator and you’ll surprise the other side of the table – who clearly expect less from you.

Men confident, women competent- 95 studies prove the difference

imgresA client bristled when a male colleague described her as a perfectly ‘competent woman’. Hardly the most glowing of recommendations, but it turns out statistically – he was right. In an effort to unpick assumptions we make about male and female leaders, research published recently in the Journal of Applied Psychology looked at 95 separate previous studies and found no overall gender difference in the perceived effectiveness of leaders.

However, when they looked at who was making the judgement they found a significant difference. According to self-reports, men rated themselves more favourably than women rated themselves. However, when the judgement was in the eyes of others, women were perceived as more competent than their male colleagues. So men’s self-confidence was tops, but women were viewed as more competent by everyone around them. Female Breadwinners wonders how much further we’d get if 360 feedback was valued more than self-reports – which are clearly prone to unwarranted exaggeration and gender bias.

Are your job descriptions a barrier for senior women?

Job descriptions a barrier for senior women?We regularly hear from our corporate clients that not enough women apply for senior roles. Many organisations attribute this to fallacious factors – lack of ambition or not being ’tough enough’ for a senior position. In our experience working with global companies, we find too frequently, it is not the women, but the organisation’s policy and work culture that disadvantages women.

This gender bias is very subtle and often missed by the women themselves. While women may indeed blame their own ‘lack of ambition’ or disinterest in reaching the top, unconscious bias still creates these rationales. Unconscious bias by it’s very nature is unconscious, and so does not require an intent to exclude. Nor does it necessarily produce direct, immediate harm to any individual. Rather, it creates a context — akin to “something in the water” — in which women fail to thrive or reach their full potential. For example, let’s look at how this plays out in the recruitment of senior roles. In an article on Second Generation Bias in the Harvard Business Review, one male leader described how historical hiring processes encouraged one type of candidate; over-confident men to apply. His organisation had to make a concerted effort to review the job criteria for leadership roles – looking for bias:

One male leader said to me, ” We write the job descriptions- the list of capabilities- for our ideal candidates. We know that the men will nominate themselves even if they don’t meet all the requirements; the women would hold back. Now we look for the capabilities that are needed in the role, not some unrealistic ideal. We have hired more women in these roles, and our quality has not suffered in the least.”

The hidden costs of gender bias is high. High turnover, difficulty attracting women to the company, and a lack of diversity to match that of customers are just some of the disadvantages. If women are not applying to your top jobs, begin by assessing your hiring processes, starting with job descriptions, rather than blaming women themselves for a ‘lack of ambition’.

Why ‘Flawed’ men outlast ‘Aggressive’ Women: It’s in the language

power poseAggressive. Aloof. A real bitch. There are a litany of derogatory words we use to characterise female leaders. Men are given more ‘wiggle room’ in terms of the behaviours we expect or sanction, but women have less latitude. As discussed in the recent Huffington blog post: This is how we talk about female leaders (Hint: It’s not pretty) , Nic Subtirelu, a Ph.D. student in the Department of Applied Linguistics and ESL at Georgia State University assessed the Corpus of Contemporary American English (COCA) 450 million words of text from magazines, newspapers, fiction and academic text from the last two decades for gender difference in language.

Dismally, women were labelled ’pushy’ twice as frequently as men despite the fact men are mentioned nearly twice as frequently as women overall in the COCA. Subtirelu found men were more likely to be describe as “condescending”; a term which can only be applied to those who are or believe they are in power.  On the other hand, pushy is comparable to being obnoxiously forward or self-assertive. The article details what we see everyday: Hillary Clinton being described as shrill, aloof, ruthless, icy, angry and frumpy; Angela Merkel as ruthless and frumpy.

Jill Abramson was described as pushy, stubborn, brusque and condescending by the media following her untimely removal as the first female executive editor of The New York Times. Her high profile removal was a mirror to that of Amanda Bennett, who was described similarly several years before when editor of the high profile Philadelphia Inquirer. She was ousted after just 3 years in 2006. In a recent opinion piece “Pushed off the Glass Cliff” in the Washington Post, she noted the only thing that had changed in the 7 years between Abramson and her own departure was: ‘Women now feel not only resentful, but also finally, entitled. Entitled to lead…to be paid equally. Entitled to be flawed… and to be fired, but also entitled to point out the obvious fact: Men with even more spectacular and difficult flaws than ours get not only longer tenures but also softer and more dignified landings.’

Incredibly, despite his own evidence, Subtirelu stated in his blog ‘Linguistic Pulse’, he was ‘suspicious of the possibility that these descriptions had an element of gender bias to them’. Why do the media insist on using condescending and gender biased words to describe inspiring, strong females? And how low do we have to sink if the researchers themselves can’t see the biased writing on the wall?


I do: Removing wedding rings as a career aid?

MP900409769Even in this day and age; ambitious women sometimes ask me: “I just got married. Do you think this will reduce my chances of securing a new promotion?” I empathise with the question; when I became engaged 10 years ago, I didn’t wear my ring except at the weekends. My employer knew my boyfriend was in the UK and it would have forced questions as to where we were planning to live that I wasn’t ready to answer.

Many working women feel that being married changes the way their employers perceive them; as if they are about to leave to have children or become ‘less committed’ now that there perhaps is another breadwinner on hand.

Clearly, this isn’t a question I’m alone in answering.  A recent survey in the UK on reasons why women remove their wedding rings showed 35% of women regularly remove their wedding or engagement rings at work, believing appearing single increases their chances of getting a job or being promoted. A further third take their rings off when going for a job interview.

The Telegraph commented on the survey, “The research suggests many women worry that employers or prospective employers interpret a wedding ring as ‘about to take time out and start a family’, making her an “unattractive hire”. Men who wear wedding rings, on the other hand, do not face the same fears.” In fact, we often view married men as the most stable and hardest working. After all ‘they have a family to provide for’ – a 21st century reality we overlook for women.

Have you ever hidden or been tempted to hide an impending engagement or marriage by removing a ring?


Highlighting the Usual Suspects? How does Your Firm Choose People for Awards?

female talentI was recently sent a great piece on the value of looking beyond the ‘usual suspects’ in the Top 100 Rising Stars of the Legal world in The Lawyer from a proactive subscriber to our Female breadwinners monthly report. When I got the article, I had just come off the phone from a corporate client who wanted to ensure we target all women in our efforts for gender balance, not just the rising stars who are readily visible. I agreed, but it seems according to this article that even getting some firms to realise there are women amongst their top talent is a challenge in itself!

The team at The Lawyer responsible for compiling the list, which comes complete with video interviews with each high-flyer, explained their pride in making the list gender balanced amongst the Top 100, but also the challenges on how people were nominated. They wrote: “Even better, we’ve got 46 women this year. And here’s the thing: not one of them put themselves forward. When lawyers blithely talk of meritocracy when it comes to gender in the law, consider this: One household name firm nominated five lawyers. All were men. We ignored their submissions, by the way, and went with our own research; the female lawyer we picked is outstanding in every way. When we mentioned her name to senior people within the firm they collectively clapped their hands on their foreheads and agreed: yes, she was indeed a superstar, both in client work and in mentoring younger members of the team. And yet, this firm at no point realised that it had ignored an entire gender in submitting its nominations. The fact that we got to 46 women in the Hot 100 isn’t because we had institutional help. We went out there and found them. What does that tell you about the invisible barriers senior women face in the workplace?” Very well observed.

It seems we still have some way to go in getting senior management to recognise the potential female stars in their midst, particularly when putting people up for visible awards and accolades. When thinking through nominations for industry or internal awards make sure you advocate for other women. It’s also dismaying not a single woman nominated herself, which indicates we clearly need to become more comfortable with self promotion! Finally, think through who else you could nominate when these awards pop up in your inbox. Nothing builds a relationship faster than publicly declaring an admiration for the work of someone else!

Related Posts Plugin for WordPress, Blogger...