『8 – Women are Underpaid and Underpromoted: Let’s Do Something About It』のカバーアート

8 – Women are Underpaid and Underpromoted: Let’s Do Something About It

8 – Women are Underpaid and Underpromoted: Let’s Do Something About It

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Women are still paid less, promoted less, and chosen less often for roles that “matter.” In this episode, I’ll talk about exactly how much less women are paid, promoted, and chosen, using the most current data available, and we need to pay attention to it because right now it is NOT moving in our favor.First, I’ll talk about the pay gap. What is the data? Why do different sources report different figures? And why, after two decades of the pay gap holding fairly steady, has it started widening again?Second, I'll address what happens when women and men perform equally well but get evaluated differently when it comes to raises, bonuses, and promotions. There’s some lovely (sarcastic usage here) research that shows that organizations that explicitly call themselves “meritocracies” actually show more bias in favor of men instead of keeping things on an even evaluation field.From there, I get into the hiring issue: when a man and a woman are equally qualified candidates for the same role, who gets chosen? Surprisingly, the answer to this question is more context and industry dependent than you might think. There are actually some newer studies that show bias in favor of women in some settings. This is a complicated topic.Then, I’ll touch on the promotion gap: the “broken rung,” as McKinsey called it, of the corporate ladder.. The broken rung is the first and biggest step where women start to fall behind men on the path to leadership.Next, I’ll talk about why this all happens. Is it because women don't advocate for themselves as strongly as men do? The research on this topic is both surprising and disappointing, and it's more nuanced than “women just need to ask for raises more often” which you'll hear about as I address what happens to women specifically when they do ask for a raise or promotion.Finally, I’ll close out with two dedicated segments: 1) what women can do to make themselves more visible and eligible for the raises and promotions they've earned, and 2) what male colleagues and managers can do to help elevate the women around them, because unfortunately, this isn't a problem women can solve by themselves.This episode of chock full of info. Give yourself some time to digest it, maybe give it a second or third listen, if needed, and then get out there and take action!________________________Sources Cited in This EpisodeU.S. Census Bureau. (2025). 2025 Current Population Survey Annual Social and Economic Supplement.Pew Research Center. (2025, March 4). Gender pay gap in U.S. has narrowed slightly over 2 decades.Castilla, E.J., & Benard, S. (2010). The paradox of meritocracy in organizations. Administrative Science Quarterly, 55(4), 543–576.Bygren, M., Erlandsson, A., & Gähler, M. (2025). The when and whereabouts of gender hiring discrimination. SAGE Open, 15(2).Moss-Racusin, C.A., Dovidio, J.F., Brescoll, V.L., Graham, M.J., & Handelsman, J. (2012). Science faculty's subtle gender biases favor male students. Proceedings of the National Academy of Sciences, 109(41), 16474–16479.Erlandsson, A., Bygren, M., & Gähler, M. (2023). Is there a rating bias of job candidates based on gender and parenthood? A laboratory experiment on hiring for an accounting job. Acta Sociologica, 67(3), 371–386.McKinsey & Company and LeanIn.Org. (2025). Women in the Workplace 2025.Fortune. (2026, June 3). Women run a record 11% of Fortune 500 companies in 2026—but the gain came in a year of high-profile exits.Artz, B., Goodall, A.H., & Oswald, A.J. (2018). Do women ask? Industrial Relations, 57(4), 611–636.Bowles, H.R., Babcock, L., & Lai, L. (2007). Social incentives for gender differences in the propensity to initiate negotiations: Sometimes it does hurt to ask. Organizational Behavior and Human Decision Processes, 103(1), 84–103.Additional Resources Used to Write This EpisodeFortune coverage of the 2025 and 2026 Fortune 500 female CEO count and trend (fortune.com).General reporting on the McKinsey/LeanIn.Org “broken rung” concept and 2025 findings from LeanIn.org.________________________If the information contained in this episode gave you something to think about, Windrose Coaching and Consulting offers career and leadership skills mentoring and coaching to individuals seeking self-improvement. We also offer consulting services for small and micro businesses. To learn more about how we work, see our Services page. Not ready to jump into services just yet? Start with our downloadable guide Communicate with Confidence: 8 Tips to Enhance Your Communication Skills and Increase Your Credibility. AND NOW AVAILABLE!!! The Annual Review Companion 2027The Annual Review Companion 2027 is your guide to tracking your yearly progress so you can show up to your next annual review with alllllllll the receipts. Get yourself that raise and that promotion you deserve!Find it in our store: https://glassceilingsmashedpod.myshopify.com/products/2027-annual-review-companion-spiral-boundFollow us...
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