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Her Agenda: Gender In The Workplace: How To Overcome The Challenges

15 Apr 2020
Research compiled by the Academy of Management (AOM) on gender equality and women in leadership comes at an opportune time. It paints a prescient picture of where we are heading and provides guideposts of how we can overcome the challenges ahead of us.

Originally found at Her Agenda by Sonia Layne-Gartside

As we face the economic consequences of the current pandemic, it’s a perfect time to reflect on where women stand in the workplace. A recession is predicted and women are expected to be the biggest losers. How much acceptance is there of women in top leadership? Has there been any changes in the barriers we face to fair representation in organizations? What should we know now, to successfully navigate gender and leadership challenges in the coming downturn?

Research compiled by the Academy of Management (AOM) on gender equality and women in leadership comes at an opportune time. It paints a prescient picture of where we are heading and provides guideposts of how we can overcome the challenges ahead of us.

The Current State

What does the AOM research report tell us? That there are systemic challenges for women in organizations. Let’s look at a few of the studies and what they mean for us.

Less access for women in leadership. Women and minorities get less support when they are appointed to the CEO position. Particularly from white men who tend to leave the organization when it happens. Meanwhile, the odds of a woman succeeding another woman as CEO are miniscule. Of the best-performing companies in the world, it only occurred once in 17 years. And while leaders do get the importance of having diversity on their boards, unfortunately, it’s simply tokenism. There’s a reason most boards on the S&P 1500 only have exactly two women. It’s the minimum needed to avoid bad publicity over lack of gender equality.

Low capital to fund businesses. Yet another study confirms that while woman-owned companies account for nearly 40% of privately held companies in the USA, they only received 2% of total venture capital funding.

Men must provide more access.  A study spanning over two decades does highlight pathways for women to secure the CEO position, but they all required male leaders to be more inclusive. This is unique, in a world constantly telling women to lean in. The research shows that it’s not about leaning in, women already do what they can, men need to help more women assume the CEO position. As one of the authors stated: “Male leaders need to step up because making firms more inclusive is very much in the hands of the leaders of these firms.”

What Does This Mean for Women?

It means there are still systemic barriers for women. No surprise given the dearth of women at the top and men need, to be on board to address these barriers. But according to current AOM member president, Prof. Jacqueline Coyle-Shapiro, women should still feel “quite a high degree of optimism” at these findings. They give women permission to focus on their careers and take agency over their advancement.

Her optimism is buoyed by the latest research showing that “conservatively, 25% of growth in U.S. GDP between 1960 and 2010 can be attributed to greater gender and racial balance in the workplace. The number could be as high as 40%.” Women and racial minorities in the workplace benefit our economy.

AOM Gets It Right

Shapiro offers up her own organization as an example. Over the last 20 years, the four most recent AOM member presidents have been women with the next president continuing the tradition. They also have a proportionate representation of men and women on their various leadership teams (Editorial teams, Division and Interest Group).

She attributes this to a few factors, the most important of them are evidence-based practices. As an academic professional association with six journals, members’ actions are guided by the findings of the research they produce. They enact these practices in governing. Organizations need to rely less on what the CEO and leaders feel is right and act more from what the research shows they should be doing. Evidence-based practices are much more influential in leveling the playing field than self-help or career advice books. The latter typically reinforces stereotypes.


Continue reading the original article at Her Agenda.

Blog Image Top with Categories

Her Agenda: Gender In The Workplace: How To Overcome The Challenges

15 Apr 2020
Research compiled by the Academy of Management (AOM) on gender equality and women in leadership comes at an opportune time. It paints a prescient picture of where we are heading and provides guideposts of how we can overcome the challenges ahead of us.

Originally found at Her Agenda by Sonia Layne-Gartside

As we face the economic consequences of the current pandemic, it’s a perfect time to reflect on where women stand in the workplace. A recession is predicted and women are expected to be the biggest losers. How much acceptance is there of women in top leadership? Has there been any changes in the barriers we face to fair representation in organizations? What should we know now, to successfully navigate gender and leadership challenges in the coming downturn?

Research compiled by the Academy of Management (AOM) on gender equality and women in leadership comes at an opportune time. It paints a prescient picture of where we are heading and provides guideposts of how we can overcome the challenges ahead of us.

The Current State

What does the AOM research report tell us? That there are systemic challenges for women in organizations. Let’s look at a few of the studies and what they mean for us.

Less access for women in leadership. Women and minorities get less support when they are appointed to the CEO position. Particularly from white men who tend to leave the organization when it happens. Meanwhile, the odds of a woman succeeding another woman as CEO are miniscule. Of the best-performing companies in the world, it only occurred once in 17 years. And while leaders do get the importance of having diversity on their boards, unfortunately, it’s simply tokenism. There’s a reason most boards on the S&P 1500 only have exactly two women. It’s the minimum needed to avoid bad publicity over lack of gender equality.

Low capital to fund businesses. Yet another study confirms that while woman-owned companies account for nearly 40% of privately held companies in the USA, they only received 2% of total venture capital funding.

Men must provide more access.  A study spanning over two decades does highlight pathways for women to secure the CEO position, but they all required male leaders to be more inclusive. This is unique, in a world constantly telling women to lean in. The research shows that it’s not about leaning in, women already do what they can, men need to help more women assume the CEO position. As one of the authors stated: “Male leaders need to step up because making firms more inclusive is very much in the hands of the leaders of these firms.”

What Does This Mean for Women?

It means there are still systemic barriers for women. No surprise given the dearth of women at the top and men need, to be on board to address these barriers. But according to current AOM member president, Prof. Jacqueline Coyle-Shapiro, women should still feel “quite a high degree of optimism” at these findings. They give women permission to focus on their careers and take agency over their advancement.

Her optimism is buoyed by the latest research showing that “conservatively, 25% of growth in U.S. GDP between 1960 and 2010 can be attributed to greater gender and racial balance in the workplace. The number could be as high as 40%.” Women and racial minorities in the workplace benefit our economy.

AOM Gets It Right

Shapiro offers up her own organization as an example. Over the last 20 years, the four most recent AOM member presidents have been women with the next president continuing the tradition. They also have a proportionate representation of men and women on their various leadership teams (Editorial teams, Division and Interest Group).

She attributes this to a few factors, the most important of them are evidence-based practices. As an academic professional association with six journals, members’ actions are guided by the findings of the research they produce. They enact these practices in governing. Organizations need to rely less on what the CEO and leaders feel is right and act more from what the research shows they should be doing. Evidence-based practices are much more influential in leveling the playing field than self-help or career advice books. The latter typically reinforces stereotypes.


Continue reading the original article at Her Agenda.

Blog Image Right (For Homepage only)

Her Agenda: Gender In The Workplace: How To Overcome The Challenges

15 Apr 2020
Research compiled by the Academy of Management (AOM) on gender equality and women in leadership comes at an opportune time. It paints a prescient picture of where we are heading and provides guideposts of how we can overcome the challenges ahead of us.

Originally found at Her Agenda by Sonia Layne-Gartside

As we face the economic consequences of the current pandemic, it’s a perfect time to reflect on where women stand in the workplace. A recession is predicted and women are expected to be the biggest losers. How much acceptance is there of women in top leadership? Has there been any changes in the barriers we face to fair representation in organizations? What should we know now, to successfully navigate gender and leadership challenges in the coming downturn?

Research compiled by the Academy of Management (AOM) on gender equality and women in leadership comes at an opportune time. It paints a prescient picture of where we are heading and provides guideposts of how we can overcome the challenges ahead of us.

The Current State

What does the AOM research report tell us? That there are systemic challenges for women in organizations. Let’s look at a few of the studies and what they mean for us.

Less access for women in leadership. Women and minorities get less support when they are appointed to the CEO position. Particularly from white men who tend to leave the organization when it happens. Meanwhile, the odds of a woman succeeding another woman as CEO are miniscule. Of the best-performing companies in the world, it only occurred once in 17 years. And while leaders do get the importance of having diversity on their boards, unfortunately, it’s simply tokenism. There’s a reason most boards on the S&P 1500 only have exactly two women. It’s the minimum needed to avoid bad publicity over lack of gender equality.

Low capital to fund businesses. Yet another study confirms that while woman-owned companies account for nearly 40% of privately held companies in the USA, they only received 2% of total venture capital funding.

Men must provide more access.  A study spanning over two decades does highlight pathways for women to secure the CEO position, but they all required male leaders to be more inclusive. This is unique, in a world constantly telling women to lean in. The research shows that it’s not about leaning in, women already do what they can, men need to help more women assume the CEO position. As one of the authors stated: “Male leaders need to step up because making firms more inclusive is very much in the hands of the leaders of these firms.”

What Does This Mean for Women?

It means there are still systemic barriers for women. No surprise given the dearth of women at the top and men need, to be on board to address these barriers. But according to current AOM member president, Prof. Jacqueline Coyle-Shapiro, women should still feel “quite a high degree of optimism” at these findings. They give women permission to focus on their careers and take agency over their advancement.

Her optimism is buoyed by the latest research showing that “conservatively, 25% of growth in U.S. GDP between 1960 and 2010 can be attributed to greater gender and racial balance in the workplace. The number could be as high as 40%.” Women and racial minorities in the workplace benefit our economy.

AOM Gets It Right

Shapiro offers up her own organization as an example. Over the last 20 years, the four most recent AOM member presidents have been women with the next president continuing the tradition. They also have a proportionate representation of men and women on their various leadership teams (Editorial teams, Division and Interest Group).

She attributes this to a few factors, the most important of them are evidence-based practices. As an academic professional association with six journals, members’ actions are guided by the findings of the research they produce. They enact these practices in governing. Organizations need to rely less on what the CEO and leaders feel is right and act more from what the research shows they should be doing. Evidence-based practices are much more influential in leveling the playing field than self-help or career advice books. The latter typically reinforces stereotypes.


Continue reading the original article at Her Agenda.

Blog Blocks Horizontal

Her Agenda: Gender In The Workplace: How To Overcome The Challenges

15 Apr 2020
Research compiled by the Academy of Management (AOM) on gender equality and women in leadership comes at an opportune time. It paints a prescient picture of where we are heading and provides guideposts of how we can overcome the challenges ahead of us.

Originally found at Her Agenda by Sonia Layne-Gartside

As we face the economic consequences of the current pandemic, it’s a perfect time to reflect on where women stand in the workplace. A recession is predicted and women are expected to be the biggest losers. How much acceptance is there of women in top leadership? Has there been any changes in the barriers we face to fair representation in organizations? What should we know now, to successfully navigate gender and leadership challenges in the coming downturn?

Research compiled by the Academy of Management (AOM) on gender equality and women in leadership comes at an opportune time. It paints a prescient picture of where we are heading and provides guideposts of how we can overcome the challenges ahead of us.

The Current State

What does the AOM research report tell us? That there are systemic challenges for women in organizations. Let’s look at a few of the studies and what they mean for us.

Less access for women in leadership. Women and minorities get less support when they are appointed to the CEO position. Particularly from white men who tend to leave the organization when it happens. Meanwhile, the odds of a woman succeeding another woman as CEO are miniscule. Of the best-performing companies in the world, it only occurred once in 17 years. And while leaders do get the importance of having diversity on their boards, unfortunately, it’s simply tokenism. There’s a reason most boards on the S&P 1500 only have exactly two women. It’s the minimum needed to avoid bad publicity over lack of gender equality.

Low capital to fund businesses. Yet another study confirms that while woman-owned companies account for nearly 40% of privately held companies in the USA, they only received 2% of total venture capital funding.

Men must provide more access.  A study spanning over two decades does highlight pathways for women to secure the CEO position, but they all required male leaders to be more inclusive. This is unique, in a world constantly telling women to lean in. The research shows that it’s not about leaning in, women already do what they can, men need to help more women assume the CEO position. As one of the authors stated: “Male leaders need to step up because making firms more inclusive is very much in the hands of the leaders of these firms.”

What Does This Mean for Women?

It means there are still systemic barriers for women. No surprise given the dearth of women at the top and men need, to be on board to address these barriers. But according to current AOM member president, Prof. Jacqueline Coyle-Shapiro, women should still feel “quite a high degree of optimism” at these findings. They give women permission to focus on their careers and take agency over their advancement.

Her optimism is buoyed by the latest research showing that “conservatively, 25% of growth in U.S. GDP between 1960 and 2010 can be attributed to greater gender and racial balance in the workplace. The number could be as high as 40%.” Women and racial minorities in the workplace benefit our economy.

AOM Gets It Right

Shapiro offers up her own organization as an example. Over the last 20 years, the four most recent AOM member presidents have been women with the next president continuing the tradition. They also have a proportionate representation of men and women on their various leadership teams (Editorial teams, Division and Interest Group).

She attributes this to a few factors, the most important of them are evidence-based practices. As an academic professional association with six journals, members’ actions are guided by the findings of the research they produce. They enact these practices in governing. Organizations need to rely less on what the CEO and leaders feel is right and act more from what the research shows they should be doing. Evidence-based practices are much more influential in leveling the playing field than self-help or career advice books. The latter typically reinforces stereotypes.


Continue reading the original article at Her Agenda.

Blog Blocks Vertical (For Subpage Column)

Her Agenda: Gender In The Workplace: How To Overcome The Challenges

15 Apr 2020
Research compiled by the Academy of Management (AOM) on gender equality and women in leadership comes at an opportune time. It paints a prescient picture of where we are heading and provides guideposts of how we can overcome the challenges ahead of us.

Originally found at Her Agenda by Sonia Layne-Gartside

As we face the economic consequences of the current pandemic, it’s a perfect time to reflect on where women stand in the workplace. A recession is predicted and women are expected to be the biggest losers. How much acceptance is there of women in top leadership? Has there been any changes in the barriers we face to fair representation in organizations? What should we know now, to successfully navigate gender and leadership challenges in the coming downturn?

Research compiled by the Academy of Management (AOM) on gender equality and women in leadership comes at an opportune time. It paints a prescient picture of where we are heading and provides guideposts of how we can overcome the challenges ahead of us.

The Current State

What does the AOM research report tell us? That there are systemic challenges for women in organizations. Let’s look at a few of the studies and what they mean for us.

Less access for women in leadership. Women and minorities get less support when they are appointed to the CEO position. Particularly from white men who tend to leave the organization when it happens. Meanwhile, the odds of a woman succeeding another woman as CEO are miniscule. Of the best-performing companies in the world, it only occurred once in 17 years. And while leaders do get the importance of having diversity on their boards, unfortunately, it’s simply tokenism. There’s a reason most boards on the S&P 1500 only have exactly two women. It’s the minimum needed to avoid bad publicity over lack of gender equality.

Low capital to fund businesses. Yet another study confirms that while woman-owned companies account for nearly 40% of privately held companies in the USA, they only received 2% of total venture capital funding.

Men must provide more access.  A study spanning over two decades does highlight pathways for women to secure the CEO position, but they all required male leaders to be more inclusive. This is unique, in a world constantly telling women to lean in. The research shows that it’s not about leaning in, women already do what they can, men need to help more women assume the CEO position. As one of the authors stated: “Male leaders need to step up because making firms more inclusive is very much in the hands of the leaders of these firms.”

What Does This Mean for Women?

It means there are still systemic barriers for women. No surprise given the dearth of women at the top and men need, to be on board to address these barriers. But according to current AOM member president, Prof. Jacqueline Coyle-Shapiro, women should still feel “quite a high degree of optimism” at these findings. They give women permission to focus on their careers and take agency over their advancement.

Her optimism is buoyed by the latest research showing that “conservatively, 25% of growth in U.S. GDP between 1960 and 2010 can be attributed to greater gender and racial balance in the workplace. The number could be as high as 40%.” Women and racial minorities in the workplace benefit our economy.

AOM Gets It Right

Shapiro offers up her own organization as an example. Over the last 20 years, the four most recent AOM member presidents have been women with the next president continuing the tradition. They also have a proportionate representation of men and women on their various leadership teams (Editorial teams, Division and Interest Group).

She attributes this to a few factors, the most important of them are evidence-based practices. As an academic professional association with six journals, members’ actions are guided by the findings of the research they produce. They enact these practices in governing. Organizations need to rely less on what the CEO and leaders feel is right and act more from what the research shows they should be doing. Evidence-based practices are much more influential in leveling the playing field than self-help or career advice books. The latter typically reinforces stereotypes.


Continue reading the original article at Her Agenda.

Event Blocks Vertical (For Subpage Column)

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2:00PM

Melbourne Business School-The University of Melbourne

Melbourne Business School
Carlton VIC

Building Inclusive Agricultural Value Chains.Call for Papers for an Online Seminar Series Oct. 2020

11:45AM

Event Blocks Horizontal

Event Title Lorem Ipsum Dolor Sit Amet, And Gender and Power At Annual Meeting

2:00PM

Melbourne Business School-The University of Melbourne

Melbourne Business School
Carlton VIC

Building Inclusive Agricultural Value Chains.Call for Papers for an Online Seminar Series Oct. 2020

11:45AM

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Video Management

Test Video

Mar 6, 2020

Test Video

Kimberly Elsbach - AOM Scholar Interview

Jan 24, 2020

AOM Insights - Women Who Cry at Work Need to Know These Five Things - Crying at work is not always a big problem, researchers have found, but in the wrong situation, it can be a reputation-killer.

Small Numbers Big Concerns: Practices & Organizational Arrangements in Rare Disease Drug Repurposing

Jan 24, 2020

Due to their small market size, many rare diseases lack treatments. While government incentives exist for the development of drugs for rare diseases, these interventions have yielded insufficient progress.

It Takes a Village to Sustain a Village: A Social Identity Perspective

Jan 24, 2020

This paper examines the powerful yet overlooked role of community-based enterprises (CBEs)—enterprises that are collectively established, owned, and controlled by the members of a local community, for which they aim to generate economic, social and/or ecological benefits—in addressing a broad range of problems facing many rural communities around the globe.

The AMD Paper Development Workshop Experience

Aug 5, 2018

These Broadly-based Workshops Create a Better Understanding of How Management Research Is Changing

How Do I Know if My Paper is Right for AMD?

Aug 5, 2018

Things to Consider Before Submitting

What Makes AMD Unique?

Aug 5, 2018

What Makes AMD Unique and Why You Should Publish Your Next "Discovery" With Us

To use the "Featured Video" widget template, which only shows one video and provides the ability to play that video directly, there are special settings that need to be made.  One may think they should choose the only one video item to display. However, doing so will remove the option for a user to click on the video's information to go to the video's detail page to see more information on the video. This is because Sitefinity has built-in functionality where if only one result is selected, it automatically shows the item in the "Detail Template". To work around this we need to force the widget to show the result as a single item list so it uses the "Featured Video" list template.

To work around this, apply a unique category to the video so that the video is the only item with that category applied to it. Set the widget to only show videos by that category. This forces Sitefinity to use a "List Template" instead of a "Detail Template". For good measure, limit results to "1" in the list settings and select the "Featured Video" widget template. See below.

Small Numbers Big Concerns: Practices & Organizational Arrangements in Rare Disease Drug Repurposing

Jan 24, 2020

Due to their small market size, many rare diseases lack treatments. While government incentives exist for the development of drugs for rare diseases, these interventions have yielded insufficient progress.