Wednesday, October 19, 2011

A New/Old Take on Women and Men at Work

Here's a link to the entire article about high potential women — whom I assume means smart too!

"A study by research firm Catalyst has found that women with MBAs who are considered high potential are using all the right career strategies to get ahead, but the pay and promotion gap still exists. Conventional wisdom that says women are failing to negotiate  for themselves, opting out, or putting the skids on careers for family are all bunk, according to the findings.
“It’s really time for organizations to stop assuming that these myths are true and look at what’s going on in terms of their talent management systems,” said Christine Silva, senior director of research for Catalyst.
The report -- which studied more than 3,000 male and female MBAs who stayed on a “traditional” career path and were working full time -- broke down the participants into four strategy profiles:
  • “Climbers,” who are actively seeking to advance in a company.
  • “Hedgers,” who are looking for advancement inside and outside their existing employers.
  • “Scanners,” who are looking for future prospects in the job market.
  • “Coasters,” who are not actively using career-enhancing tactics."
Do you match one of these profiles or are you a Wander Woman, the title of Marcia Reynolds book about high-achieving women who are always looking for the right, best opportunity to use their skills, smarts and abilities to run a big project or their own company? They don't opt out of the workplace, because work, challenge, opportunity, great possibilities are what they want. but they have trouble finding contentment and direction.
    The ending paragraphs of the "Women Doing All the Right Things . . . " article are a bit depressing.

    "While everyone is focused on the glass ceiling phenomenon, she continued, few realize how disparities in pay and rank among men and women when they’re in lower level positions ends up dooming many women later in their careers because they may never catch up."

    And then,"Nicole Stephens, assistant professor of management and organizations at Kellogg who co-authored the report, said women have the choice today to either stay in the workforce or opt out for personal reasons, and that choice may be lulling them into a false sense of career equity."  She goes on to say, “By calling something a choice,” she added. “It makes people think there really isn’t a problem here that needs to be fixed.” ARGH! I get it and you do too. There is a problem that needs to be fixed, but no one  knows how to fix it — even if they wanted to. And lots of people don't want it fixed or don't care if it's fixed so where does that leave us?
    A New/Old Take on Women and Men at WorkSocialTwist Tell-a-Friend

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