Jill Chiappe’s Post

Michele Travis's compelling article in Forbes challenges the long-held notion that more hours equals more merit, especially in the context of gender inequality in the workplace. This insightful piece reveals how the American overwork culture not only disproportionately disadvantages women but also prioritizes face time over actual efficiency. Key findings indicate that despite identical performance, overworkers are often rewarded more than their more efficient counterparts, with men receiving greater benefits from overwork than women. This systematic bias underscores the urgent need for organizations to reevaluate how work is measured and rewarded. For leaders and change-makers committed to genuine equality and efficiency in the workplace, this article is a must-read. Let’s champion a shift towards a results-oriented approach that values quality and output over mere presence. #WorkplaceInnovation #GenderEquality #Leadership #Learning Check out the full story here: https://lnkd.in/gVt2CC7g

Can overworking truly bridge the gender gap? New insights suggest not. Long hours and hustle culture are glorified as paths to success, but they mask a harsh reality for women in the workplace. In a groundbreaking study, identical performances yielded different outcomes based on hours worked - and the bias deepens for women. Men working 60+ hours reaped the rewards, despite equal efficiency from those working 40. The study revealed that overworking garners unmerited favour, and sadly, when women join the race, the gender bias still tails them. We've got to face facts - sheer effort isn't the game-changer for workplace equality. Organizations, it's time to pivot: value efficiency over face time, hone objective performance metrics, and cap the so-called rewards for endless hours. It's a change overdue. For women climbing the corporate ladder, and for everyone's wellbeing in our workplaces. #ExecSearch #TritonExec #telife #OverworkThemselvesOutOfWorkplaceInequality #WhyWomenCan

From glass ceilings to glass cliffs, women face barriers at work at every turn. As this Forbes article states, women lose whether they work overtime or not. We just can't win! How can organizations better design their processes and practices to ensure gender equality?

In a society that glorifies the hustle culture, women are often set up to lose. But is overworking really the answer to closing the gender gap in the workplace? According to this Forbes article, the answer is a resounding no. Sink your teeth into some data as Michelle Travis debunks the myth of the "overwork premium" and explores why women can't simply work themselves out of workplace inequality. ➡️ https://lnkd.in/eAsBK9rJ

Research has shown that women take on much more office housework tasks (encompassing everything from answering phones to taking meeting notes or lunch orders) in businesses than men, and usually it’s not because they want to. The burden of these additional tasks means that their male peers have the time and capacity needed to focus their energies on the core tasks that form part of their job descriptions, or even stretch tasks, which allows them to gain experience and recognition and can lead to pay raises and promotions. Here are some suggestions to avoid this in your company: https://lnkd.in/e-FH-rJm #business #office #genderparity #equality #workforce #women #inclusion

Today, we're talking about women and what they go through while on white collar jobs. Decent women in white-collar jobs face various challenges in today's economy. Despite their qualifications and skills, they often encounter obstacles such as the gender pay gap, limited opportunities for advancement, and the balancing act of work-life responsibilities. Additionally, they may confront biases and stereotypes in the workplace, making it difficult to be taken seriously or to have their contributions recognized. Juggling career ambitions with family obligations can also be taxing, as societal expectations and workplace cultures may not always support work-life balance. Overall, navigating these challenges requires resilience, determination, and often advocacy for systemic change to create more equitable and supportive environments for women in the workforce. Furthermore, the burden of unpaid labor, including childcare and household responsibilities, often falls disproportionately on women, adding another layer of complexity to their professional lives. This can lead to feelings of guilt or inadequacy when trying to excel in their careers while also fulfilling domestic duties. Additionally, the lack of affordable childcare options and flexible work arrangements can hinder women's ability to fully participate in the workforce without sacrificing their family obligations. Moreover, women, especially those from marginalized communities, may face additional barriers such as racial discrimination and intersectional biases, further exacerbating their struggles in the workplace. The glass ceiling remains a pervasive issue, with women often hitting invisible barriers when striving for top leadership positions. Despite these challenges, many women continue to persevere and excel in their careers, advocating for themselves and others along the way. Organizations and policymakers must prioritize gender equity initiatives, including closing the pay gap, implementing family-friendly policies, and promoting inclusive leadership practices, to create a more level playing field for all women in the workforce of today. Additionally, the pervasive culture of workplace harassment and sexism can create hostile environments for women, leading to stress, anxiety, and even trauma. The #MeToo movement has shed light on these issues, but much work remains to be done to ensure workplaces are safe and respectful for all employees. Furthermore, women in white-collar professions often face the pressure to conform to traditional standards of femininity while also proving their competence and professionalism. This double bind can be exhausting and can undermine women's confidence and sense of self-worth. #womensupportingwomen #momlife #struggles #whitecollarjobs #genderequality #usa #America #unitedkingdom #americandream #california #proofreading #texas #canada #hireme #mom #writerlife #mylife #mybook #lessons #autobiography #nowhiring #Cleveland #greenland.

We’ve definitely seen progress when it comes to gender equality in IT. More women are stepping into tech roles, making a real impact, and showing that talent is talent, period. But let’s be real, there’s still a lot of work to do. It’s not just about getting women into these roles, but about making sure they can grow, lead, and stay in them. Too many are still hitting ceilings or not getting the support they need to thrive in leadership. This article is a reminder that while we’ve come far, we need to push harder for environments where women are truly empowered, not just present. What are your thoughts? Are we doing enough to support women long-term in IT? How can we make real equity, not just equality, a reality? #WomenInTech #Equality #CareerGrowth https://lnkd.in/dhSVpCFv

I've been a long-time skeptic of arguments defending the gender pay and leadership gaps based on the fact that among full-time workers, women tend to clock fewer hours than men. New research should help debunk this notion by revealing how the American obsession with overwork is both irrational and gender biased. Key findings: * Overworkers get rewarded more than equally-performing and more efficient full-time workers. * Overworking men get larger workplace rewards than women who work the same number of extra hours. * Men's overwork is attributed more to career commitment than women's overwork, which is viewed more as an indication of lower competence requiring more hours to get the job done. Read more about this lose-lose for women workers in my latest Forbes article, which highlights concrete steps that companies can take to address the gender bias and irrationality of American hustle culture. Christin Munsch Susan Fisk Lindsey Trimble O'Connor University of San Francisco School of Law #genderbias #hustleculture #genderpaygap #genderequity #genderstereotypes #womenleaders

🚀 Check out this article by Michelle Travis! The study discussed in the article sheds light on a critical workplace issue: gender disparities in job evaluations and overwork rewards. Men working 60-hour weeks were 8% more likely to receive rewards than women doing the same. While men's overwork was often linked to greater career commitment, women's overwork was sometimes perceived as compensating for perceived lower competence, requiring more hours to complete tasks. Time to stop glorifying overwork. Take a look at the article, Michelle also provides concrete steps companies can take to address this bias. #WorkplaceGenderEquality #DismantleBias #ProfessionalDevelopment #GenderStereotypes #HussleCulture

A wonderful male colleague of mine just shared this eye-opening article about women's workplace equity. Too often we find ourselves believing that if we just put in more hours, produce more, and achieve more, we'll finally attain the recognition and rewards we rightfully deserve—whether it's the coveted title, a salary bump, or other markers of success. But here's the harsh reality: this "hustle culture" often exacts a heavy toll on our mental and physical well-being, strains our relationships, and leaves us feeling burnt out and dissatisfied in both our professional and personal lives. So, what's the solution? Organizations must take proactive steps to dismantle this toxic culture. It's time to remove the badge of honor associated with long hours and prioritize sustainable work practices. Rather than glorifying overwork, let's champion policies that promote work-life sustainability, support flexible scheduling, and create a culture where success isn't measured solely by hours logged in the office. By shifting the focus from quantity to quality, we can create an environment where everyone—regardless of gender—has an equal opportunity to thrive. #WorkplaceEquity #HustleCulture #BanishBurnout