This corresponds to my experience. And i would add, class and race also figure in. In four studies, Bowles and collaborators from Carnegie Mellon found that people penalized women who initiated negotiations for higher compensation more than they did men. The effect held whether they saw the negotiation on video or read about it on paper, whether they viewed it from a disinterested third-party perspective or imagined themselves as senior managers in a corporation evaluating an internal candidate.... In a follow-up study, Bowles asked participants whether they themselves would negotiate in the given scenario—that is, they were now the job candidate and not the evaluating manager. The women, for the most part, said no. They were nervous that the conversation would turn against them. “Women are more reticent to negotiate than men, for good reason,” Bowles says. Women who don’t negotiate may not be refraining because they are shy. They may, instead, be anticipating very real attitudes and very real reactions that are borne out, time and again, in the lab and in the office. Often, leaning in has an even worse effect than saying nothing. Had W voiced excitement and held onto her doubts, she would now be Nazareth-bound. It happens, too, in situations that are removed from the negotiating table: when, despite the odds, women find themselves in leadership positions. Female leaders who try to act in ways typically associated with male leaders—assertive, authoritative, directive—are seen far more negatively than males. In the modern world, we’d like to think ourselves above such base stereotypes. But that doesn’t mean that discrimination goes away; it means that it shifts from the explicit to the implicit realm. “It’s the idea of second-generation feminism,” Bowles says. “We have these culturally ingrained ideas about what we consider attractive or appropriate, ideas of what’s O.K. for men or women. And when women violate it, people have an aversive response.” The result is that discrimination becomes more nuanced: we can’t point to overt things like women not having the right to vote. We can, it’s true, point to things like pay gaps—but, because they are inherently more ambiguous, it’s much more difficult to say that discrimination has taken place. Maybe she really didn’t push hard enough. Maybe she is a bit less qualified. Many women (and men) who ask for raises, after all, just aren’t quite good enough to get them. Maybe he did make a better case. newyorker/online/blogs/mariakonnikova/2014/06/lean-out-the-dangers-for-women-who-negotiate.html?mobify=0&utm_content=buffer93b23&utm_medium=social&utm_source=facebook&utm_campaign=buffer
Posted on: Tue, 24 Jun 2014 17:03:49 +0000
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