How Not To Think about... Women in the Workplace. Episode 2: Women and the C-Suite
09/17/20 • 41 min
Kathryn Sollmann is the author of Ambition Redefined: Why the Corner Office Doesn’t Work for Every Woman & What to Do Instead (2019). She commissioned a new survey during the ‘stay at home’ orders entitled “WOMEN IN 2020: Choosing to Move Up the Ladder—Or Not?” It reveals that few women at the mid-level—the pipeline for senior leaders—currently have these career aspirations in the C-Suite.
The majority of women in the 35 to 44 age demographic, say they have reached their career goals and do not intend to advance further. Though these women are committed to their careers (even after the Covid-19 crisis that has been a stressful convergence of work and family), they admit that higher titles and compensation are secondary to having the personal bandwidth to care for family and overall work-life balance.
Survey data also emphasizes that upper-level management women (not yet in the C-Suite) and women in the 45 to 55 age demographic also largely say that they have reached their career goals. Though these women who are closer to C-Suite or other top management posts would seem to be well-positioned for further advancement, they also say that they don’t want to increase the hours they devote to work or invite more stress.
[email protected]
Kathryn Sollmann is the author of Ambition Redefined: Why the Corner Office Doesn’t Work for Every Woman & What to Do Instead (2019). She commissioned a new survey during the ‘stay at home’ orders entitled “WOMEN IN 2020: Choosing to Move Up the Ladder—Or Not?” It reveals that few women at the mid-level—the pipeline for senior leaders—currently have these career aspirations in the C-Suite.
The majority of women in the 35 to 44 age demographic, say they have reached their career goals and do not intend to advance further. Though these women are committed to their careers (even after the Covid-19 crisis that has been a stressful convergence of work and family), they admit that higher titles and compensation are secondary to having the personal bandwidth to care for family and overall work-life balance.
Survey data also emphasizes that upper-level management women (not yet in the C-Suite) and women in the 45 to 55 age demographic also largely say that they have reached their career goals. Though these women who are closer to C-Suite or other top management posts would seem to be well-positioned for further advancement, they also say that they don’t want to increase the hours they devote to work or invite more stress.
[email protected]
Previous Episode
How Not To Think about...Women in the Workplace. Episode 1: How Men Can Do More
Evidence reveals that the #MeToo movement has not been a catalyst to move men to action in their organizations, but rather it has instead increased the likelihood of them avoiding women entirely, exacerbating gender inequalities. There are, however, many men eager to learn how to really move the dial on inclusion. They are GOOD GUYS—they just don’t know what to do, or how to get started on their own ally journey.
David G. Smith PhD, a sociologist and former Navy pilot, and Brad Johnson PhD, a psychology professor, guide these men in their new book, GOOD GUYS: How MenCan Be Better Allies for Women in the Workplace (HBR Press, Oct 13, 2020). Based on their major qualitative study, they detail wha excellent male allyship looks like and how to apply interpersonally (at home), publicly (at work), and systematically (through organizational change).
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Next Episode
How Not To Think about...Women in the Workplace: Episode 3
BREAKING THROUGH BIAS— with Andie Kramer & Al Harris.
Since #MeToo and stay-at-home orders, communication and gender bias experts, Andie Kramer and Al Harris (Andie & Al) have completed, revised and updated their first book, BREAKING THROUGH BIAS: Communication Techniques for Women to Succeed at Work (Nicholas Brealey Publishing, Sept 8). BREAKING THROUGH BIAS argues that women can avoid or overcome the discriminatory consequences of bias and stereotypes by the effective use of "attuned gender communication" to manage the impressions other people have of them. They are also authors of It’s Not You, It’s the Workplace: Women’s Conflict at Work and the Bias That Built It (2019).
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