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© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
What Works for Women at Work— Individual Strategies and Institutional Solutions Joan C. Williams Hastings Foundation Chair Director, Center for WorkLife Law University of California, Hastings College of the Law
Practical Advice
Real-‐life Situations
Social Science
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
1. INDIVIDUAL STRATEGIES How bias plays out in everyday workplace interac5ons—and strategies individuals can use to navigate it successfully 2. INSTITUTIONAL SOLUTIONS Harvard Business Review, Oct. 2014 Organiza5onal change to address subtle bias
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Tightrope
96%
127 interviews: Recited experimental 9indings “Any of that sound familiar?”
Prove-‐It-‐Again!
Maternal Wall
Tug of War 73% 60% 59% 55%
Williams & Dempsey (2014)
Four dis5nct kinds of bias
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Overview
. 1. How bias plays out and individual strategies
2. Bias Interrupters model: InsJtuJonal soluJons
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
4 Patterns & Individual Strategies
Prove-‐It-‐ Again! Tightrope Maternal
Wall Tug of War
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Prove-‐It-‐Again! 68%
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
equity partners
15% Lack of Fit
NAWL, 2013
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Prove-‐It-‐Again!
Women need to provide more evidence of competence than men to be judged equally competent
Knobloch-‐Westerwick, Glynn, & Huge, 2013; Moss-‐Racusin, Dovidio, Brescoll, Graham, & Handelsman, 2012; Roth, Purvis, & Bobko, 2012; Davison & Burke, 2000; Biernat & Kobrynowicz, 1997.
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
“
Prove-‐It-‐Again!
I was constantly told, ‘You have the network, but you don’t have the work.’ Whereas a man could just take clients out to dinner or golWing…he was given credit for that.”
Williams & Dempsey (2014) SupporJng evidence: Barsh & Yee, 2011.
Potential vs. Performance
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Prove-‐It-‐Again!
She’s lucky.
Kulich, Trojanowski, Ryan, Alexander Haslam, & Renneboog, 2011; Garcia-‐Retamero & López-‐Zafra, 2006; Swim & Sanna, 1996; Igbaria & Baroudi, 1995; Greenhaus & Parasuraman, 1993; Taylor, Fiske, Etcoff, & Ruderman, 1978.
Men’s vs. Women’s Successes Con9irmation Bias
He’s skilled.
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Prove-‐it-‐Again! Women’s v. Men’s Mistakes: Con9irmation Bias
How quickly do you take her hero robe off?” Women’s mistakes are more likely to be noticed and remembered…
“
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Prove-‐It-‐Again!
Duncan, Riana. Cartoon. PUNCH Magazine 8 January 1988: 11.
The Stolen Idea: Con9irmation Bias
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Prove-‐It-‐Again!
When a man loses a big client when a woman does…
Brewer SupporJng evidence: Biernat, Fuegen, & Kobrynowicz, 2010; Bowles & Gelfand, 2010; Bauer & Baltes, 2002.
Leniency Bias: Objective Rules Applied Rigorously to Women but…
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Prove-‐it-‐Again!
Black women Asian-‐American women Latinas?
Source: Williams, Phillips & Hall (2014)
Double Jeopardy?
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Prove-‐It-‐Again! Individual Strategies and Interrupters
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
“
Prove-‐it Again!
Let’s go back to the top of the pile.”
How to Intervene on Behalf of a Colleague
Double standards
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
“
Prove-‐It-‐Again!
I’ve been pondering that ever since Pam Wirst said it.”
How to Intervene on Behalf of a Colleague
Stolen Idea
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Prove-‐It-‐Again!
Nine requirements for promotion?
Individual Strategies
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Prove-‐It-‐Again!
Keep careful, real-‐time records Memory and impressions? Handle with care
Individual Strategies
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Prove-‐it-‐Again!
Sponsorship is so important How you can help you sponsor
Source: Brewer, 1999.
Sponsorship
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Tightrope 73%
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
The Tightrope
Liked but not respected “too feminine” or
Respected but not liked “too masculine”
Source: Nadis, S. (1999). Women scienJsts unite to bagle cowboy culture. Nature, 398 (6726), 361. SupporJng evidence: Biernat, Tocci, & Williams, 2012; Okimoto & Brescoll, 2010; Phelan, Moss-‐Racusin, & Rudman, 2008; Rudman & Phelan, 2008; Bowles, Babcock, & Lai, 2007; Rudman & Glick, 2001; Burgess & Borgida, 1999; Costrich, Feinstein, Kidder, Marecek, & Pascale, 1975.
That brilliant lawyer?
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
The Tightrope
• Doing the ofWice housework • Taking notes • Organizing parties • Cleaning up the debris
Allen, 2006; Williams & Dempsey, 2014
Pressure to Behave in Feminine Ways
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
The Tightrope
• “Organizational citizenship behavior”
• Women expected to do more; men get more credit for doing it
• Service partner • Organizing off-‐sites • Committee work
Allen, 2006; Williams & Dempsey, 2014
Pressure to Behave in Feminine Ways
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
The Tightrope
• Direct • Outspoken • Assertive • Competitive
Phelan, Moss-‐Racusin, & Rudman, 2008; Rudman & Phelan, 2008; Rudman & Fairchild, 2004; Rudman & Glick, 2001; Costrich, Feinstein, Kidder, Marecek, & Pascale, 1975.
Too Masculine Problems
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
The Tightrope
Source: Williams, J.C. (2007). [Focus group interviews for NSF ACE grant, San Francisco, CA]. Unpublished data. SupporJng evidence: Rudman & Phelan, 2008; Breg, Atwater, & Waldman, 2005; Rudman & Fairchild, 2004; Rudman & Glick, 2001; Costrich, Feinstein, Kidder, Marecek, & Pascale, 1975.
Too Masculine Problems
“So if you’re stern… or you say no, your immediate reaction is to call that woman a b*tch, right? If you’re a man, it’s just a no.”
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
The Tightrope
Source: Brescoll, V.L. & Uhlmann, E.L. (2008). Can an angry woman get ahead?: Status conferral, gender, and expression of emoJon in the workplace. Psychological Science, 19(3), 268-‐275. SupporJng evidence: Gupta, 2013; Kring, 2000.
Respected But Not Liked, Anger
Showing anger tends to increase the perceived status of a man, but decrease that of a woman.
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
The Tightrope
Rudman & Phelan, 2008; PrenJce & Carranza, 2002; Rudman, 1998.
Respected But Not Liked, Self-‐Promotion
“You think highly of yourself, don’t you?”
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
The Tightrope
Rudman & Phelan, 2008; PrenJce & Carranza, 2002; Rudman, 1998.
Double Jeopardy?
Asian-‐Americans Blacks Latinas
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Tightrope Individual Strategies and Interrupters
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
The Tightrope
Not a team player
Sharp elbows What a witch!
She really flew off the handle
A real self-promoter The money’s not that important to her
How to Intervene On Behalf of a Colleague
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
“
The Tightrope
Would we be saying this if she were a man?”
How to Intervene On Behalf of a Colleague
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
If it ain’t broke, don’t Wix it.
But if people don’t take you seriously, you’re stuck with office
housework or are gepng pushback….
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Individual Strategies, Too Feminine? Of9ice Housework
Do not volunteer Make a rotation
Allen, 2006
Of2ice Housework?
Tightrope
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Individual Strategies, Too Feminine? Of9ice Housework
The strategic “No” Your sponsor can help!
Allen, 2006
Of2ice Housework?
Tightrope
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Tightrope Individual Strategies, Too Feminine? Speech Patterns
“ When he is almost done, you start to make your point, and if he doesn’t stop, you just say, ‘Oh, I’m sorry. I thought you were done.’”
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Individual Strategies, Power Posing
Carney, Cuddy and Yap, 2010
Power posing
Tightrope
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Individual Strategies, Too Masculine? Gender Judo
"Be warm Ms. Mother 95 percent of the time, so that the 5 percent of the time when you need to be tough, you can be.”
Are women leaders more communal?
Tightrope
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Tightrope Individual Strategies, Too Masculine? Negotiation
Make the request communal
Express concern for relationships
‘Blame’ it on someone else
Sources: Bowles & Babcock, 2013; Amanatullah & Morris, 2010; Bernard, 2010.
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Tightrope Individual Strategies, Too Masculine? Self-‐Promotion
Form a posse
Praise your team
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
“
Tightrope Individual Strategies, Too Masculine? Anger
If I look angry, it’s because I am angry because you’ve jeopardized (insert shared goal here).”
Gupta, 2013; Brescoll & Uhlmann, 2008.
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Tightrope Sponsorship
Your sponsor is part of your posse
…Is it weird? No.
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Maternal Wall 59%
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Maternal Wall Motherhood triggers the strongest form of gender bias
• 79% < likely to be hired • ½ as likely to be promoted • Offered $11,000 less • Higher performance & punctuality standards
Source: Correll, S.J., Benard, S. & Paik, I. (2007). Gepng a job: Is there a motherhood penalty? American Journal of Sociology, 112 (5), 1297–1338. SupporJng evidence: Heilman & Okimoto, 2008; Cuddy, Fiske, & Glick, 2004; Fuegen, Biernat, Haines, & Deaux, 2004.
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Maternal Wall
Indisputably competent and committed mothers • Seen as less likeable • Held to higher performance standards
Correll & Benard, 2010; Correll, Benard, & Paik, 2007; Cuddy, Fiske, & Glick, 2004; Fuegen, Biernat, Haines, & Deaux, 2004.
Hostile Prescriptive Bias
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
“
Maternal Wall
I know this is not a good time for you…”
Hebl, M. R., King, E. B., Glick, P., Singletary, S. L., & Kazama, S. (2007). HosJle and benevolent reacJons toward pregnant women: complementary interpersonal punishments and rewards that maintain tradiJonal roles. Journal of Applied Psychology, 92(6), 1499. Glick, P., & Fiske, S. T. (1996). The ambivalent sexism inventory: DifferenJaJng hosJle and benevolent sexism. Journal of Personality and Social Psychology, 70, 491-‐512; Schneider v. Northwestern University, 925 F. Supp. 1347 (N.D. Ill. 1996).
Benevolent Prescriptive Bias
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Maternal Wall
For women… For men…
Williams, Glass, Berdahl, 2012.
Flexibility Stigma
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Maternal Wall Individual Strategies and Interrupters
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Maternal Wall
Remember that time….? She’s not here again!
She’s only part time Her husband supports her
How to Intervene On Behalf of a Colleague
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Maternal Wall
“You’d be perfect… Is it a good time for you? If not, no worries….”
How to Intervene
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Maternal Wall
Counter bias with information.
Davison & Burke, 2000; Seta, Seta, & Goodman, 1998; Fiske, 1991; Prago & Bargh, 1991; Glick, Zion, & Neslon, 1988; Heilman, 1984; Locksley, Hepburn, & OrJz, 1982; Locksley, Borgida, Brekke, & Hepburn, 1980.
Individual Strategies
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Maternal Wall
When you return from maternity leave...
Individual Strategies
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Maternal Wall
If you are willing to travel, say so.
Individual Strategies
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Maternal Wall
If you are the primary earner, say so.
Individual Strategies
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Maternal Wall
If your partner is willing to follow you, say so.
Individual Strategies
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Maternal Wall
Time norms con9late face time with commitment
Making the business case for PT Don’t apologize When is it important to be there?
Individual Strategies
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
“
Maternal Wall
My wife could never leave her kids.”
Tolstoy was Wrong
I’m sure that’s right for her but…
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Tug of War 55%
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
“
Tug of War
The [older] women…always very encouraging, very helpful and very kind to me.”
Hall, E.V. (2012, June). [Interview for NSF Tools for Change Project]. Unpublished data.
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
“
Tug of War
Opportunities for women are very zero-‐sum. If one woman gets a prized position…another woman won’t. And so it breeds a sense of competition.”
Source: Williams, J.C. & Dempsey, R.W. (in press). What works for women at work: Four pagerns every working woman needs to know (forthcoming NYU, February 2014. SupporJng evidence: Zatz, 2002; Ely, 1994a & 1994b; Keller & Moglen, 1987; Kanter, 1997a & 1997b.
Tokenism
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
“
Tug of War
I’m not a girl at Google, I’m a geek at Google.”
Derks, Ellemers, van Laar, & de Groot, 2011; Derks, Van Laar, Ellemers, & de Groot, 2011; Ellemers, Heuvel, Glider, Maass, & Bonvini, 2004.
Women Who Experience Discrimination Early in Their Career
-‐ Marissa Mayer
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
“
Tug of War
“Females are harder on their female assistants, more detail oriented, and they have to try harder to prove themselves, so they put that on you.”
Prove-‐It-‐Again Pass-‐through
www.abajournal.com/news/article/not_one_legal_secretary_surveyed_preferred_working_with_women_lawyers_prof_.
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
“
Tug of War
I’ve seen lots of senior women behave that way, [not only] working long hours, but even adopting male mannerisms [and being] really aggressive…”
Huang, P.M., (n.d.) Gender bias in academia: Findings from focus groups, San Francisco, CA: The Center for WorkLife Law. Retrieved February 14, 2013, from hgp://worklifelaw.org/pubs/gender-‐bias-‐academia.pdf.
Tightrope Pass-‐through
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
“
Tug of War
I’m on kind of a backlash mission …I wear dresses, I bake cookies for my group meetings, I bring my child to class with me.…I’m not going to compete as a boy because I’m not a boy.”
Huang, P.M., (n.d.) Gender bias in academia: Findings from focus groups, San Francisco, CA: The Center for WorkLife Law. Retrieved February 14, 2013, from hgp://worklifelaw.org/pubs/gender-‐bias-‐academia.pdf.
Gen(d)erational Issues
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
“
Tug of War
I worked long hours and my kids are Wine.”
Mommy Wars
“They are just reinforcing stereotypes.”
“I had to make hard choices.” Childless:
Childfree:
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Tug of War Individual Strategies and Interrupters
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Tug of War
ConWlicts among women? Black women less likely to feel women support each other
Ask yourself: Are they a symptom of gender bias?
How to Intervene
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Tug of War
Recognize the limits of sisterhood
Individual Strategies
… do men always support men?
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
“
Tug of War
Make an enemy into an ally.
Individual Strategies
My sense—and I may be wrong– is that you do not always see me in the best light …”
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Tug of War
Senior Women
Individual Strategies
Remember younger women’s experience is different.
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Tug of War
Younger Women
Individual Strategies
Remember senior women may not have as much power as you think.
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Tug of War Individual Strategies
Get women working together with women, and not just on women’s issues.
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Tug of War Individual Strategies
With your admin… Black and white “It’s personal…”
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Organizational change
Institutional Interrupters
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Metrics-‐Driven Bias Interrupters
Tightrope Maternal Wall
Tug of War
Joan C. Williams, Harvard Business Review Oct. 2014
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Organizational Change
1. Do a 4 patterns assessment: is bias playing out in everyday work interactions?
2. Develop an objective metric 3. Implement a bias interrupter 4. If metric doesn’t change, ratchet up
Williams, 2014
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Example: Promotion Rates
1. Assessment 2. Metrics showed difference in promotion
rates 3. Bias interrupter: have someone trained
to spot bias read all performance evaluations
4. Redesign evals/provide workshops
Williams, 2014
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Example: OfWice Housework
1. Assessment 2. Metric: glamour work/housework 3. Gentle interrupter: training 4. See if metric changes; if not, ratchet up
Williams, 2014
© Copyright 2014. Joan C. Williams, Center for WorkLife Law.
What Works for
Women at Work
Want To Take This Information Back To Your Organization? Visit www.womensleadershipedge.org/ to learn about WorkLife Law’s new membership program. Email Chelsey Crowley at [email protected] for details.
An Initiative of the Center for WorkLife Law at UC Hastings College of the Law