Is there a gender-based promotion gap? Are there too many women who do well on the job, but are not considered seriously for career advancement?
Some new supporting evidence has come to light. A recent study using a database of almost 30,000 management-track employees at a large retail chain found that the women received higher job-performance ratings, but lower ratings for “potential.” Those same women were also promoted less, although they ended up performing better than their male counterparts. Perhaps most significantly, almost half of the promotion gap correlated with the lower ratings of “potential.”
Victims and survivors of domestic violence would have legal protection against workplace discrimination under legislation given preliminary approval in Pittsburgh City Council on Monday.
It will require employers in Pittsburgh to accommodate victims escaping the impact of domestic violence.
Take a spin through “future of work” articles on the Internet, and you’ll find many calling the shift to hybrid work a positive gamechanger for women in particular. Women, after all, are more interested than men in working remotely at least part of the time.
But the hybrid workplace of the future can carry potential problems. And these downsides could very likely hit women hardest.
Since then, I held a variety of part-time, seasonal jobs—until this year. I have applied to all the big-box stores for seasonal employment this year with zero response. I am in excellent health and hit the gym five days a week for both cardio and weights. I daresay I can outperform most of the delicate 20-year-olds physically and emotionally, plus I can provide reliable attendance. So, maybe the worker shortage is self-imposed by corporate America.
Women in the workforce often feel societal pressure to “do it all” and “have it all” by being everything to everyone while simultaneously balancing their work and personal lives perfectly. Many working women feel as if they are expected to lead, be good partners and/or mothers, keep themselves healthy, have robust social lives and more—all while continuously advancing in their careers.
To learn more about how to better support women in the workforce, see the insights from 16 women on Forbes Coaches Council below. Here, they share some detrimental “superwoman” myths that need to be dispelled so that women can enjoy the full spectrum of experiences at home and at work.
When a respected North Bay executive resigned last month, alleging racial bias and microaggressions directed toward her, it was a public declaration of a chronic issue for the business community.
Racial biases can show up in many ways, including in the form of microaggressions, defined as everyday comments or actions that are subtle but express some sort of unconscious bias toward a historically marginalized group. They can be intentional or unintentional.