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Research in cognitive neuroscience and behavioral economics has consistently shown that women are held back from career advancement compared to men.
A study of executives at 20 Fortune 500 companies found that men had faster career progression and received higher pay than women, even though the women had similar qualifications, worked in the same industries, and had consistent work experience.
Another study of 138 managers, half male and half female, found that women had to work harder to overcome barriers such as exclusion from informal networks and received less mentoring than men.
Additionally, a study of over 1000 MBA graduates revealed that women faced discrimination more often than men, and even when work experience was controlled for, women earned less than men.
It is clear that the “glass ceiling” exists, and women face discrimination that makes it harder for them to move up compared to men, despite having similar qualifications, skills and experience.
Related: If you want more women in leadership, you need to enact concerted change. Here’s how.
However, employing women instead of men can be the key to the success of your business, according to a wealth of scientific research. Studies have shown that teams led by women tend to outperform those led by men, and that companies with a higher proportion of women in leadership positions are more profitable.
A study published in the Harvard Business Review reports that companies with a higher proportion of women in senior leadership positions “are more profitable, more socially responsible, and provide safer and higher quality customer experiences.” Focusing deeply on innovation, the study looked at 163 multinational companies over 13 years to determine how those companies’ long-term strategies changed after women joined their management teams. They found that firms became more open to change and less open to risk and shifted their focus from mergers and acquisitions to R&D.
Other scholarship shows similar results. Research from the 1996-1997 Survey of National Organizations revealed that companies with more gender diversity tend to have more customers, higher sales revenue, and higher profits. Another study found that companies with at least 30% women on their Board of Directors tend to be more profitable. Additionally, a third study found that gender-balanced teams tend to have better sales and profits compared to teams that are mostly male.
But why do teams led by women tend to 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 found that women are more likely than men to encourage collaboration, share credit, and provide constructive feedback.
Additionally, women are often more adept at 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 unconscious biases.
Related: Women are being pushed out of the workforce, and it’s time for employers to do something about it. Here’s how.
Companies that prioritize diversity and inclusion tend to have a more engaged workforce and a more positive company culture. This can lead to higher productivity and employee satisfaction, as well as a more innovative and adaptable workforce.
This discrimination is often the result of implicit bias, which refers to unconscious and unwarranted associations and assumptions we make due to our gut reactions, intuitions, and instincts around people we perceive as belonging or not belonging to our group. These biases can take the form of the halo effect, where we make an overly positive assessment of other aspects of an individual based on a characteristic we like, or the horn effect, where we downgrade all of an individual’s characteristics other person based on an aspect we like. dislike
To address these biases, it is important to assess their consequences and take steps to counter them. This may include implementing diversity and inclusion programs, training employees about implicit bias and its effects, and actively seeking and promoting qualified women to fill leadership positions. In addition, it is important for both men and women to be aware of their own biases and work to counteract them in their interactions with peers and in their decision-making processes.
Overall, the research is clear that discrimination against women in the workplace is a real problem and that addressing implicit biases is crucial 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 reap the benefits of improved performance and increased profitability.