We constantly find new research about the ways in which women are paid and promoted across sectors. Industries, often pushed by individuals and special interest groups, are slowly waking up to the need for data and transparent disclosures regarding their business practices with regard to gender equity in workplaces. Today, we examine three recent reports: an analysis of census data by the AAUW discussing the pay gap, Columbia University’s two-year study on women and faculty of color, and PwC’s Women in Leadership 2017 report (which was released this week). The findings are not altogether sunny so in the interest of all of our mental note, we’ll end with some good news.
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When curious, conscientious researchers encounter new data, they can ask existing questions in new ways. This is exactly the case for researchers Benjamin Artz, Amanda Goodall, and Andrew J. Oswalt. Their recent Harvard Business Review article, “Research: Women Ask for Raises as Often as Men, but Are Less Likely to Get Them,” suggests several ways in which women’s wage-negotiating behavior may be different than we used to think. Below, I summarize some of their key findings and implications for leaders.
Read MoreLast week, the C-Suite focused on issues of education and access for women globally. This week, we look at how gender equity emerges in issues of financial access.
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