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.” The women in the survey agreed that a lack of line experience did hold them back.But instead of listing this first, as the CEOs did, they listed it third.The top reasons they listed reveal why they lack that essential line experience.The biggest barriers to women’s advancement, women said, include being stereotyped by their male managers and being excluded from informal networks.It’s the factors that are indiscernible to the chief executives—but glaringly obvious to women—that keep us from being assigned to key jobs and gaining the experience we need to advance.What gets in women’s way are the unrecognized biases about abilities, commitment, availability, flexibility, assertiveness.And it’s also about not having the right connections.Women of color especially stress that being outsiders is a key reason for their lack of progress.The discrepancy between the chief executives’ perspective and that of the most successful women at their companies exposes the extent of the problem.In fact, women were more than twice as likely as CEOs to consider factors in the culture of the job itself as barriers to advancement.The men at the top rarely see this; it hasn’t been part of their experience.CEOs were more than twice as likely as the women to fault “time in the pipeline,” meaning they think it’s only a matter of time before women catch up.The women know from their own years of experience that time hasn’t dislodged the barriers so far.Although our study included corporate women only, all the research in other fields, such as academia and the nonprofit world (and I’ve read just about everything), strongly suggests that the situation is the same everywhere.From the Pioneers: Bias is an everyday reality.Patricia “Tosh” Barron (Clinical Associate Professor, Stern School of Business, New York University), whose successful managerial career at Xerox proved that women can succeed in positions previously held by men, says, “You’re always, consciously or unconsciously, under a microscope as a woman.There’s still the feeling that to really advance, you’ve got to be better than the men.Your challenge is to communicate how you’re up to the tasks.”Judith Rodin (President, University of Pennsylvania, and first woman president of an Ivy League institution): “Clearly, there’s still a glass ceiling in academia, although not in department chairmen so much as there used to be.Women leaders are still unusual in medicine, an area just beginning to be broken into.”I do see more and more organizations recognizing that their policies and practices hinder or exclude women, and they are starting to make important changes.Some are doing it because of legal pressure, some because it’s right, and others because it’s good business.Even though you’ll certainly be better off working at one of these places (see Chapter 2 for how to find them), you’ll still need to know what challenges you’ll face—and what to do about them.The workplace is experiencing a slow evolution, not a revolution, toward gender blindness, and we have a long way to go.Why? Because men designed the workplace, and they designed it to fit their own needs.That’s only to be expected, and for a long time it worked well.It doesn’t work as well, however, for the millions of women who have flowed into the workforce since the 1960s (and, by extension, since many men are deeply connected with those women, it’s not working as well now for men either).Over and over, women of ambition, talent, and commitment have run into barriers that are apparently invisible to many men.Although these barriers often result from unintended and unexamined assumptions by men about women, that doesn’t make them any easier to circumvent.Maybe men didn’t aim to keep women out when they set up the ways of doing business.I think the majority don’t mean to exclude us now.But until women play a major role in revamping the business culture, we simply have to learn to contend with rules we did not make and that don’t always make sense for us.Workplace Misconception 2: Sure, there’s a mythology about women, but it doesn’t affect real women; it won’t affect me [ Pobierz całość w formacie PDF ]