‘Myths’ About Women In The Workplace Are Hard To Bust, Study Shows

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‘Myths’ About Women In The Workplace Are Hard To Bust, Study Shows
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I am a partner in the Chicago office of international law firm McDermott Will & Emery and earned my law degree at Northwestern University. I represent corporations (and their officers and directors) in connection with governance, corporate structure, fiduciary duties, officer-director liability issues, charitable trust law and corporate alliances.

There’s little question that progress has been made towards gender equity in the workplace-especially within senior leadership. But those gains are fragile and are offset by lagging equity gaps in the ranks of middle management. There’s much work left to be done. And that’s a very important message for corporate boards and their commitment to oversight of workforce culture.study by McKinsey and LeanIn.org, .

But significant problems remain for leadership to address. The Study makes clear that progress is much less notable for women in the middle of the promotion pipeline. This is especially the case for women of color who suffer from a steep drop off in representation as they move up the pipeline from entry level positions to those at the senior executive level. Such a “weak middle” has a negative impact on the overall pipeline.

Myth #3: Contrary to popular belief, the “microaggression” is not insignificant. Rather, as the Study notes, microaggressions impact women at a significantly higher rate than men. To the extent that they are demeaning or dismissive they can have significant negative psychological impact on women. A particular concern is the extent to which microaggression causes women to negatively modify behaviors as a protective device.

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