Laura Lee Frazier, M.Ed, SHRM-CP’s Post

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

Over the past few weeks I've been posting a number of articles specifically about women in the workplace, and I've gotten a lot of engagement. Are there specific sub-topics you'd like to learn more about? #womenintheworkplace #women #femaleleadership #leaders #equality #dei #workculture

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

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?

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

Yowza. Incredible, yet horrifying research: "This finding suggests that even when a woman completes the same amount and quality of work in 40 hours as a man does in 60 hours, the man will receive greater rewards... In a classic lose-lose, the study found that overworking just as much as men won’t eliminate the inequality for women... The evaluators appeared to strongly attribute men’s overwork to greater career commitment. But the boost in perceived commitment was smaller for overworking women due to gender biases about competence... Because women get fewer rewards for overworking just as much as men, women cannot overwork their way out of workplace inequality." #diversityequityinclusion #DEI #feminism #gender

"Valuing efficiency and output more than face time will require business leaders to more precisely define their expectations for each team member. By focusing more on results, organizations can offer employees greater control over when and where they work. Greater worker control, in turn, increases performance." Fantastic article by Michelle Travis about gender bias in the workplace. As a recovering overworker who shares an office with an efficient worker, these research outcomes hit close to home in both our situations. We must do better by women in the workplace, if not for equity's sake alone then at the very least for the many benefits added when these gender biases are removed.

Individual actions will never solve structural problems. I appreciate this study's clear results as well as actionable steps leaders can take to build structures that prioritize equity.