Over a decade ago, when I began writing about women in leadership and gender bias, I was very hopeful. Up to that point I had, what I thought, was a good experience working in mixed gender workplaces. I felt welcome and generally appreciated as a female leader. When I opted off the leadership ladder to pursue work as a consultant and, later, executive coach, I saw it as an act of personal and career agency.
I read the new-at-the-time research on the benefits of women in leadership as empowering and enlightening. I was sure we’d turned a corner. I was sure that women, as well as their unique and success-enhancing leadership styles would be more and more welcome into the higher ranks of power.
Today, I am less hopeful, but more determined.
While not representative of all gender bias issues, the data below are some of the most current. These points are highlights taken from our most recent, biannual update on the InPower Women Guide to Women in Leadership. For a complete review of the data and how to think about it, plus over 150 source links, regular data updates and perspectives, download the entire report here.
The numbers on gender representation in leadership aren’t moving fast enough
- As of 2021 women do occupy more positions of power than ever before, 31%, which takes their representation just past the tipping to higher performance, but this progress in public companies is not matched by large privately held organizations, 49% of which have zero female board representation.
- Across the globe, the gender pay gap is persistent, and it widens as women age.
- Globally across all job levels, women accumulate only 74% of the wealth men do and surprisingly, more senior women experience a greater gap (38% compared to 11% for front line workers.)
- Women lose on average $295,000 in lifetime earnings due to caregiving requirements that cause them to turn down promotions or leave the workforce entirely for periods of time.
For a complete list of our data tracking on women in leadership, check out The Facts.
We’re looking more closely, and learning more as a result, about the gender bias problem
- Research shows that men get more specific, actionable feedback than women do.
- Black employees who engage in self-promotion (key advice often offered by mentors) are rated less favorably on job performance and organizational fit, highlighting the double bind that people of color (especially women of color) face when navigating their career.
- Ever had someone express surprise that you’re in charge? It’s called “role incredulity” and it happens (irritatingly) more than we’d hope.
- Research shows that women are 41% more likely to experience toxic workplace culture than men.
- Here’s what does work to reduce bias: Hiring women into senior leadership positions, which mitigates stereotypes and even evolves the vocabulary used to talk about leadership within an organization.
For a complete list of sources we track on gender bias, check out Gender Bias.
Women and men are both part of the solution, and the problem
- Even female-dominated workplaces show gender bias. The mere presence of lots of females in the workplace does not change the organizational structures and systems that benefit men more than women.
- Globally, 90% of people show some sort of bias towards women.
- Both male and female managers ask women to volunteer for non-promotable tasks 44% more often than their male peers. Yet when a woman complies it can put her in yet another double-bind situation where, if she refuses she can be perceived as more competent, but less of a team player. This demonstrates a distinct preference for women who accept non-promotable work, thereby threatening to make them more likely to overworking and burnout.
As pernicious and stubborn as these gender bias issues appear to be, there are things we as individuals and companies can do. For a start we can all reprogram the tropes we use to advise, mentor and coach women with, to find more INpowering and gender neutral mindsets.
What are you doing to counteract your own gender bias? (I guarantee you have some!)
Photo by Dainis Graveris
