Comments on: Should Women Act Like ‘Self Aggrandizing Jerks’?

By: Female Lawyers Skirt Likeability Paradox – Here’s How » The Glass Hammer

Thu, 20 Jan 2011 18:01:52 +0000

[...] into the classic likeability vs. competence dichotomy reviled by professional women. We’ve discussed this issue on The Glass Hammer in the past, that women tend to face disproportionate penalties when they are [...]

By: Women in Tech: Building Confidence and Visibility » The Glass Hammer

Women in Tech: Building Confidence and Visibility » The Glass Hammer — Tue, 15 Jun 2010 17:04:50 +0000

[...] study is a good example of unconscious bias – in this case, bias against assertive women. According to Ashcraft, two million people in the US leave their jobs each year “due solely to [...]

By: Women at the Top of Tech: Two New Reports Released by the Anita Borg Institute » The Glass Hammer

Tue, 23 Mar 2010 11:01:36 +0000

[...] entry- to mid-level positions, explained Dr. Simard. But this assertiveness comes at a cost. As is oftenthe case for women, the women polled for this study reported that “they did pay a price for this,” said Dr. [...]

By: Leslie

Leslie — Thu, 28 Jan 2010 23:38:29 +0000

Bravo Hugh, both for being a reader of this blog, as well as making such a gender neutral statement as we look for in leaders, regardless of their gender.

By: Hugh

Hugh — Thu, 28 Jan 2010 22:48:23 +0000

Thanks for this insightful article. I am well aware that women often underestimate their value, or undersell it compared to men – but from a male perspective I had not been aware enough of the risk of a counter-productive reaction to a woman negotiating for something that she merits. At the same time I really like Mary’s response: every situation is different, and not all men or women are the same. Don’t let a generalised picture of what happens in organisations hold you back in your own case. If something is merited, go for it – with skill, assertively, and if possible with a touch of good humour (which invariably disarms). One question: will women achieving senior positions be generally any less likely than men to feel threatened by assertive, up and coming women? I hope so, but there is no guarantee of this. We all need confident, aware, flexible, fair and forward-looking leaders, whatever their gender.

By: Mary

Mary — Thu, 28 Jan 2010 17:59:11 +0000

I really liked this article and the topic. I’m a professional woman that has worked in a male-dominated field for most of my career. In order to get noticed, I did have to put myself out there and be assertive – opinionated. However, it has, from time to time, been a double-edged sword. I’ve been relatively successful in my field and industry and am highly regarded. However, I have alienated men that have been less inclined to banter or negotiate with a woman for a myriad of reasons, which I don’t feel compelled to articulate at this time. Women should always take the high road and ask for what you want and deserve. Further, women should never let another colleague, whether it’s a man or a woman dictate your competency or worth – chances are they either have ulterior motives or just coming from a different paradigm. However, that shouldn’t stop a professional woman from being introspective and keeping an ear open for feedback. Just like everything else in life – just because someone says it doesn’t make it true. Managing a career isn’t formulaic – you have to be open, flexible and really know your stuff to succeed. Knowledge is power.

By: Kathy

Kathy — Wed, 27 Jan 2010 04:38:14 +0000

Flat logic like the numbers you quoted – the 22 year old who negotiates an extra $5K earns $360K+ more over 30 years – doesn’t really reflect real life. The woman who attempts to negotiate $5K more is labeled ballsy and overbearing and loses the job to a fellow who “is a better fit with our team.” How much does that cost her? If she can’t take the $25K and make up the difference by stellar performance over a year or two, she can leave. What Gen Yer is staying 28 years at a place that doesn’t offer fair opportunity?

By: finance executive

finance executive — Tue, 26 Jan 2010 19:03:39 +0000

Thank you for revisiting this topic–it is a significant factor in “soft” gender discrimination and needs to be taken more seriously. The disparity is particularly acute in financial services, where women are frequently rebuked for adopting the conversational style men admire in themselves (and in corporate leaders). Deference at all costs is the way to earn favorable comments at review time and preserve one’s job. Fortunately, academics have begun to focus on this quandary and its consequences. For solid objective analysis, see the work of Alice Eagley (Northwestern University).