A Woman’s Place is in the Corner Office

Earlier this week, HBR released a report which detailed work on the effect of female leadership at the upper echelons of organizations (read it here). In short: Organizations with greater female representation in the C-Suite and on their Boards had better profits.
sdkQYMb
These types of findings have been found before, and it’s great that a source like Harvard is now also championing it.

The authors of the report were unable to answer the question why having more women produced these results. They surmise that it could be the product of diversity (which definitely is linked to better firm performance), or a role-modeling/cultural openness effect. You can read more about those in the article.

For me, being a leadership expert, my thoughts immediately went to research that shows that women are better leaders. A researcher named Alice Eagly has completed a number of meta-analyses on the topic of leadership. A meta-analysis takes dozens of other research findings and summarizes and puts them through further statistical rigor, so results are in many ways more reliable than a single research study. In one such meta-analysis, Eagly looked at the gender differences in leadership styles (paper here). She found that women were more likely to be transformational leaders, and use another style called continent reward (this involves setting goals paired with clear rewards for achieving them and penalties for not). Both of these styles are positively associated with individual, team, and organizational performance. Men were more likely to engage in negative behaviors akin to micromanaging, looking for and penalizing errors, or just not caring about employees. Needless to say, these behaviors are negatively associated with performance (and a slew of other employee well-being factors).

So having women break through the glass ceiling is good for firm performance, and having women at all levels of your organization is good for everybody.

One final note: the positive leadership behaviors can be developed through training – more about that in a future post 😉
giphy

Smile, Sweetie.

I’ve been thinking about the act of smiling lately, probably because I watched Elf multiple times over the holidays, and as Buddy says, “Smiling’s my favorite!”.  The other reason I’ve been thinking about it is because what used to be a simple facial expression, as it turns out, is a far more complex topic than you might think.

elf-smile

THE GOOD
First, the good.  Of course, there are many reasons why smiling should be your favourite.  In the workplace, smiling is related to:

  • being perceived as a better leader (more)
  • better job performance ratings (more)
  • higher pay (more)
  • a better chance of success in job interviews (more)

In general, smiling is also associated with:

  • better social relationships (more)
  • lowered stress and stress responses, like heart rate (more)
  • higher later life satisfaction (more)
  • longer lives (more)

Even more amazing, researchers have shown that there is a reciprocal relationship between smiling and positive emotions; not only do positive emotions trigger a smile, but the simple act of smiling (even if you’re not feeling it), can cause positive emotions and outcomes.  So if you’re ever feeling down, stressed, or angry, forcing yourself to smile is a great first step in getting yourself in a better mood (if you can’t force it, try repeating the letter “e” to yourself!) (more here and here).

THE BAD
So how on earth, you might ask, can smiling be bad?  Well, maybe when some random man on the street shouts at you to do it?  This is an unfortunately common experience of many women, one that inspired Tatyana Fazlalizadeh to start an art movement.

Research shows that people expect women to smile more.  When those expectations aren’t met, many people will attempt to correct this social deviation.  Asking an unsmiling women “are you okay?”, is one way this happens.  And of course, street harassers more blatantly point it out, making women feel victimized, unsafe, and violated.

But those who do smile also run into problems!  Everyday Feminism did an excellent job describing the frustrations experienced by women who do smile, including harassment, or mistaken flirtation (story of my life, I’m just friendly!).  These problems are exacerbated for female employees in the service industry (e.g., restaurants, hotels), who may receive unwanted attention daily because of a job requirement to smile (more).  In these instances, the positive benefits of smiling described earlier, may be outweighed by the negative repercussions of harassment.

In Conclusion

So, we simply want to remove the negative effects created by society’s social expectations for women to smile, and then encourage everyone to smile for the sake of their success and health. Simple.

Of course not, but the awareness created by groups like Everyday Feminism are certainly helping, and you can help by spreading that awareness.  Also, try to ignore street harassers, with headphones, or your phone.  If you are a man, never tell someone what to do with their face, never assume a smile means more than a social nicety, and if you see “smile harassment”, call out the inappropriateness and social undesirability of the behaviour.

And then maybe let only one man, Nat King Cole, tell you to smile 😉

Happily Ever After…?

Men & Women's Expectations vs. Reality on Child Care Responsibility

Men & Women’s Expectations vs. Reality on Women’s Child Care Responsibility. Source: HBR

The issue of gender equality in the workplace is a biggie, and one that I was waiting to tackle for now.  But I just had to share this recent article from Harvard Business Review: Rethink What You “Know” About High-Achieving Women.

The authors examined a large sample of Harvard MBA grads spanning many decades, and found an important piece to the gender gap puzzle: At-home expectations of (gender) roles play a part in explaining career achievements.

I strongly encourage you to read the whole article, as the authors can obviously do it far more justice than I could.  But if you’re too busy, here’s the takeaway: If you’re married, in a relationship, or plan to be in one at some point in your life, your partner’s expectations of your roles in the relationship matter (obviously).  If your partner holds “traditional” views (i.e. that a woman’s role is as caregiver, and a man’s as breadwinner), then your own career aspirations are likely to suffer.  On the other hand, if you are lucky enough to have a partner who is truly a partner, then your work life will likely be far more satisfying.

But if you are in the former position, fear not.  For the most part, views on expected roles aren’t set in stone, and a few discussions with your boo about your values and expectations for work/family division can help get you, can make the two of you an unstoppable couple 🙂

And as inspiration, my all-time favourite TV couple, Brad & Jane.  Happy Friday!

anigif_enhanced-buzz-20185-1360177473-1 brad-jane-cash brad-jane-dreamteam

To Talk or Not to Talk

Hillary-Clinton

In honour of birthday-girl Hillary Clinton, I thought I’d write a post about gender bias and politics.  No matter your political views (and I’m Canadian so it doesn’t matter anyway), you can’t argue that Hillary is a remarkable leader.  And as a female leader, she has overcome many more obstacles than you could imagine.

One specific obstacle is explored in research by Yale professor Victoria L. Brescoll.   In her research, Dr. Brescoll examined gender differences in volubility (the amount of time an individual spends talking) in the US Senate.  It was originally thought that as a person’s status/prestige/power (whatever you want to call it) increased, so did the amount of time they spent talking.  However, Dr. Brescoll found that this relationship was only true for men.

This may seem trivial, but consider this:  People who speak more, are in turn perceived to be more powerful and more likely to be considered a leader.  And with more power, men speak more, thereby further increasing their power.  It’s a reciprocal relationship that heightens the status of men, leaving women behind.

So why don’t women with power also speak more?

Continue reading

Now.

I have been thinking about this blog for years. I purchased the domain over a year ago, and set up the bones of the blog last February. But it has taken me until now to finally write my first post. There was always something that made me say to myself “I’ll start the blog when [PhD proposal/dissertation study/best friend’s wedding/etc. etc.] is over”.

What finally got my butt in gear? Well, like Ron & Harry, I was straightened out by Hermione, of course. Emma Watson, as the UN Women Global Goodwill Ambassador, gave a passionate and motivating speech about gender equality. If you haven’t seen it, do yourself a favour and click here and then visit http://www.heforshe.org. Vanity Fair called the speech “game changing”, and I’d have to agree.

In her speech, Emma asks, “If not me, who? If not now, when?”

Touché Hermione, touché.

So here I am NOW (I realize the speech was a couple weeks ago, give me a break), finally putting fingers to keyboard, to finally realize my vision of a blog where anyone could come to learn about issues facing women in the workplace, and discover tips to make themselves and those around them better, happier employees and leaders. It’s a daunting task to make the working world an equal and happier place, so please bear with me and come back each week for a bit more.

For today, let’s start with a very quick look at the core issues relevant to this blog – leadership, women in the workplace, and feminism:

  • Leadership: There’s a misconception on what it is to “lead” and what it is to “manage”.  Many use the words interchangeably.  Not at this blog. “Leadership” is anything one person does to influence another or a group.  Anyone can be a leader.  Anyone can be a great leader.  Anyone can be a terrible leader.  I hope to show you how to avoid the terrible, and reach for the great.
  • Gender Equality: Chances are, if you’re reading this blog you’re already aware of the 70% stat that is so often thrown around – women on average make 70% of the pay that men do in the same position.  Pretty crappy, yes.  On top of this, women often face “the glass ceiling” – a difficulty in moving from middle-management to senior management positions and above in organizations.  In the US, women hold over 50% of management & professional jobs, but as the rank of those jobs increases, female representation dwindles.  Answering why these phenomena exist is difficult (the Clinton Foundation has undertaken an initiative to help out), but researchers have discovered many clues and potential solutions, which I will share here.
  • The New F-Word: Feminism.  I’m a feminist, I hope you’re a feminist, and I’m always taken aback by those who say they are not.  Thankfully, the work of many prominent individuals such as Taylor Swift, Lena Dunham, and Joseph Gordon-Levitt (to name only a few) are finally bringing the real definition of feminism to the mainstream.  There is one question you need to ask yourself to know if you’re in the company of these brilliant individuals: Do you think that men and women should have equal rights? If you answered yes, congratulations, you’re a feminist, YOU ROCK!  If you answered no, then I sincerely hope that you will read about the issues facing women around the world, think about the women who have touched your life, and reevaluate your views.

I will leave it there for today.  Thanks so much for taking the time out of your busy day to read this.  Please don’t hesitate to give me a shout if you have any questions or suggestions (e-mail here), and be sure to visit my Facebook page and follow me on Twitter.

In the words of the first female news anchor of the Channel 4 News, thanks for stopping by!