Recently we asked more than 100 senior executive women from around the world to tell us at what stage in their careers they faced the most gender bias or discrimination. Half told us mid-career — that is, roughly their mid-30s to late 40s. Other research we’ve conducted suggests that the intensity of bias at this career stage may come as an unpleasant surprise. In 2021, we surveyed women who had graduated from Harvard Business School 10 to 20 years earlier, and they told us that gender bias against them in the workplace was higher than they had expected it to be when they graduated. READ MORE
by Colleen Ammerman and Boris Groysberg
In the wake of George Floyd’s murder, corporate interest in DEI is higher than ever. But has this increased attention racial justice and inequity led to real, meaningful change? The authors conducted interviews with more than 40 CDOs before and after summer 2020 and identified four major shifts in how these leaders perceived their companies’ engagement with DEI.
Bain research shows that men and women have consistent motivations when it comes to work, across factors like financial orientation and camaraderie. They also have similar attitudes on inclusion, with fewer than 30% feeling included in the workplace. Despite a lack of intrinsic differences, women and men continue to have different outcomes and experiences at work, due to meaningful imbalances in occupation choice, prioritization of flexibility, and the perpetuation of biases.
Quiet quitting is the latest workplace trend, which Forbes describes as burned-out or unsatisfied employees putting forth the least amount of effort possible to keep their paychecks. While this might sound appealing to a generation that is increasingly experiencing burnout and striving for balance, many women don’t have the privilege of quitting quietly.