Two seemingly unrelated articles from the last week illustrate the systematic obstacles women face in the fight for pay equity. The first article talks about the ways in which women sacrifice career and earning potential to assume home and care responsibilities so that their (typically male) partners can take on jobs with longer, more unpredictable hours. The second article talks about the wage increases in a few states where teachers struck or took other political action over the last year. Taken together, the two articles suggest that there are numerous ways in which women, despite being better educated and more qualified for high-paying jobs than ever before, still lose the wage war.
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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.
Read MoreWhen 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.
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