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Zonder onderwerpscode: economie

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Zonder onderwerpscode: economie

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"The No Club started when four women, crushed by endless to-do lists, banded together over $10 bottles of wine to get their work lives under control. Running faster than ever, they still trailed behind their male colleagues. And so, they vowed to say no to requests that pulled them away from the work that mattered most to their careers. This book reveals how their over-a-decade-long journey and subsequent groundbreaking research uncovered that women everywhere are unfairly burdened with “non-promotable work,” a tremendous problem we can—and must—solve. All organizations have work that no one wants to do: planning the office party, screening interns, attending to that time-consuming client, or simply helping others with their work. From office housework to important assignments that inevitably go unrewarded, a woman, most often, takes on these tasks. In study upon study, professors Linda Babcock (bestselling author of Women Don't Ask), Brenda Peyser, Lise Vesterlund, and Laurie Weingart—the original “No Club”—document that women are disproportionately asked and expected to do this kind of work. This imbalance leaves women overcommitted and underutilized as companies forfeit revenue, productivity, and top talent. But it doesn't have to be this way. The No Club walks you through how to make small, yet significant, changes to your own workload and empowers women to make savvy decisions about the work they take on. At the same time, the authors illuminate how lasting change calls for organizations to reassess how they assign and reward work to level the playing field. With hard data, personal anecdotes from women of all stripes, self- and workplace-assessments for immediate use, and innovative advice from the authors' consulting Fortune 500 companies, this book will forever change the conversation about how we advance women's careers and achieve equity in the 21st century."

Sex discrimination in employment. --- Sex role in the work environment. --- Women --- Discrimination sexuelle dans l'emploi. --- Rôle selon le sexe en milieu de travail. --- Employment.

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Men more than women succeed when negotiating over labor-market outcomes, and gender differences in negotiation likely contribute to the gender wage gap and to horizontal and vertical segregation in the labor market. We review the evidence on the many initiatives that have been put in place to reduce the effect of gender differences in negotiation. Categorizing these as either 'fix-the-women' or 'fix-the-institutions' initiatives we find serious challenges to the former. Women do not appear to be broken and encouraging them to negotiate more and differently often backfires. The evidence suggests that 'fix-the-institution' initiatives are more effective in reducing gender differences in outcomes. Concerns of adverse effects of banning negotiations or salary history requests have not materialized, and preliminary evidence points to reductions in the gender differences in negotiation outcomes. The strongest evidence on effectiveness in narrowing gender disparities is found for policies that increase transparency. Numerous studies find that gender differences in negotiation diminish when it is clear what to expect from the negotiation and suggest that initiatives which improve transparency are likely to help equalize opportunities at the bargaining table.