Nice Girls Don’t Ask
Managers who pride themselves on giving employees what they request may be shortchanging women, simply because men ask for a lot more than women do. This can be costly for companies, and it requires management intervention. Men and women are still treated unequally in the workplace. Women continue to earn less, on average, for the same performance, and they remain underrepresented in top jobs. Research has shown that both conscious and subconscious biases contribute to this problem. In three separate studies, we found that men are more likely than women to negotiate for what they want. This can be costly for companies—and it requires management intervention.
George Bernard Shaw? Winston Churchill? Groucho Marx? Max Aitken? Mark Twain? Bertrand Russell?
Although we like to think that ancestor get ahead because of some astonishing combination of effort, talentand knowing the right peopleresearch shows that success is partly skin deep. Indeed, according en route for a just-published paper on the congressional midtermsmore attractive candidates are more apt to get elected. Psychologists call it the beauty premium. We're inclined en route for pay people more depending on how they look. In a experiment modeling the hiring processwould-be employers looking by photographs of would-be employees were about to to give Hiring managers carried so as to premium over to interactions that barely happened on the phone. In erstwhile words, you only need to activate attractive to benefit from our biases toward beauty. We all suffer as of the halo effect — without realizing it, we take someone's appearance en route for be telling of their overall appeal. Experiments have shown that we be concerned about attractive people as more sociable, ascendant, sexually warm, mentally healthy, intelligent, after that socially skilled than unattractive people.
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