Read more about What Works for Women at Work:
What? Me Sexist?: Vanderbilt Univerisity professor Cecilia Mo uses the Implicit Association Test (IAT) to show that, despite popular opinion, people have difficulty classifying women as "leaders" and, as a result, they have difficulty voting women into high-level offices such as president, governor or congressperson.
For Women Leaders, Likability and Success Hardly Go Hand-in-Hand: In this Harvard Business Review blog post, sociologist Marianne Cooper reviews decades of research explaining the competence/likability trade-off and how women walk a tightrope between between being liked but not respected and respected but not liked.
Motherhood penalty remains a pervasive problem in the workplace: Stanford University professor and Stanford VMware Women’s Leadership Innovation Lab Co-Founder Dr. Shelley Correll's research reveals that mothers on the job market are judged by a harsher standard than fathers, childless men and childless women, leading to a "motherhood penalty" in getting hired and being offered a good salary.
Women, work and the art of gender judo: In this Washington Post opinion piece, UC Hastings College of the Law professor Joan C. Williams introduces the concept of gender judo, demonstrating how women can mix strong messages of “masculinity” with equally strong messages of “femininity" to advance professionally.
What Works for Women at Work: Co-authors UC Hastings College of the Law professor Joan C. Williams and daughter Rachel Dempsey identify, illustrate, and offer practical strategies in their book to overcome four common patterns of gender bias in the workplace: Prove-It-Again, the Tightrope, the Maternal Wall, and Tug of War.