SlideShare a Scribd company logo

#LeanInTogether: 8 Tips for Managers

Lean In
Lean In
Lean InLean In

You have a big incentive to invest in gender equality in your workplace. Not only is it the right thing to do, but organizations that leverage diversity also produce better results. Use these #LeanInTogether “Tips for Managers” to identify and fight back against gender bias in your workplace.

#LeanInTogether: 8 Tips for Managers

1 of 17
Download to read offline
#LeanInTogether | LeanInTogether.Org
#LeanInTogether
8 TIPS FOR MANAGERS
Get the complete tips at leanin.org/tips/managers
Thomas Barwick / Getty Images
#LeanInTogether | LeanInTogether.Org
Stereotypes are enormously self-reinforcing.
Men are expected to be assertive, confident, and opinionated,
so we welcome their leadership. In contrast, women are
expected to be kind, nurturing, and compassionate, so when
they lead, they go against our expectations and often face
pushback. This dynamic disadvantages women at work.
8 TIPS
FOR MANAGERS
#LeanInTogether | LeanInTogether.Org
1
1 CHALLENGE THE LIKEABILITY PENALTY
SITUATION
If a woman is competent, she does not seem nice enough, but
if a woman seems really nice, she is considered less competent.
This can have a big impact on a woman’s career.
SOLUTION
Listen for the language of this likeability penalty. If you hear a
woman called “aggressive” or “out for herself,” ask, “Would you
have the same reaction if a man did the same thing?” In many
cases, the answer is no.
#LeanInTogether | LeanInTogether.Org#LeanInTogether | LeanInTogether.Org
We overestimate male
performance and
underestimate female
performance.
#LeanInTogether | LeanInTogether.Org
2
2 EVALUATE PERFORMANCE FAIRLY
SITUATION
Male performance is often overestimated compared to female
performance,1
a bias that is even more pronounced when review
criteria are unclear.2
This can explain why women are hired and
promoted based on the past, while men are hired and promoted
based on potential.3
SOLUTION
Look for opportunities for gender-blind evaluations in hiring.
Be specific about the criteria for excellent performance, and
make sure goals are set in advance, understood, and measurable.
#LeanInTogether | LeanInTogether.Org
3
While men typically attribute their success to innate qualities, women
often attribute success to external factors like “getting lucky” and
“help from others.”4
When women and men work together on tasks,
women are given less credit for successes and blamed more for
failure.5
Because women receive—and give themselves—less credit,
their confidence often erodes.
Make sure women get credit and publicly acknowledge their
accomplishments. Push back when women say that they’re “not ready”
for an opportunity and encourage them to take stretch assignments.
3 GIVE WOMEN CREDIT
SITUATION	
  
SOLUTION	
  

Recommended

Insect pest of red gram
Insect pest of red gramInsect pest of red gram
Insect pest of red gramNavneet Mahant
 
Mass producation of trichogrmma
Mass producation of trichogrmmaMass producation of trichogrmma
Mass producation of trichogrmmaMaheshSable6
 
Lec. 7 rkp pidm_hpr
Lec. 7 rkp pidm_hprLec. 7 rkp pidm_hpr
Lec. 7 rkp pidm_hprRajuPanse
 
Nursery management of nematodes
Nursery management of nematodesNursery management of nematodes
Nursery management of nematodesIIM Ahmedabad
 
An Economic Analysis of Banana Cultivation in Tamil Nadu
An Economic Analysis of Banana Cultivation in Tamil NaduAn Economic Analysis of Banana Cultivation in Tamil Nadu
An Economic Analysis of Banana Cultivation in Tamil NaduDr Sathaiah Manimuthu
 

More Related Content

What's hot

Nematode management in protected cultivation
Nematode management in protected cultivationNematode management in protected cultivation
Nematode management in protected cultivationKarthekaThirumugam1
 
Zucchini physiological disorders By Mr. Allah Dad Khan Provincial Coordinat...
Zucchini physiological disorders   By Mr. Allah Dad Khan Provincial Coordinat...Zucchini physiological disorders   By Mr. Allah Dad Khan Provincial Coordinat...
Zucchini physiological disorders By Mr. Allah Dad Khan Provincial Coordinat...Mr.Allah Dad Khan
 
Techniques of hybrid seed production.pdf
Techniques of hybrid seed production.pdfTechniques of hybrid seed production.pdf
Techniques of hybrid seed production.pdfVanangamudiK1
 
Natural enemies of insects: Parasitoids
Natural enemies of insects: ParasitoidsNatural enemies of insects: Parasitoids
Natural enemies of insects: ParasitoidsICRISAT
 
Hybrid Rice
Hybrid RiceHybrid Rice
Hybrid RiceAIT
 
50 Best Motivational Quotes to Ignite Your Sales Drive
50 Best Motivational Quotes to Ignite Your Sales Drive50 Best Motivational Quotes to Ignite Your Sales Drive
50 Best Motivational Quotes to Ignite Your Sales DriveHubSpot
 
Exploiting Fast and Slow Thinking
Exploiting Fast and Slow ThinkingExploiting Fast and Slow Thinking
Exploiting Fast and Slow ThinkingRebecca Wirfs-Brock
 
ENTJ Personality Type (Effectiveness/Perspectives)
ENTJ Personality Type (Effectiveness/Perspectives) ENTJ Personality Type (Effectiveness/Perspectives)
ENTJ Personality Type (Effectiveness/Perspectives) PersonalityHacker.com
 
Facing failures.pptx
Facing failures.pptxFacing failures.pptx
Facing failures.pptxSurabhiVarma8
 
Recent metods of pest control
Recent metods of pest controlRecent metods of pest control
Recent metods of pest controlMahtab Rashid
 
Implementation and impact of IPM. Safety issues in pesticide use. Political, ...
Implementation and impact of IPM. Safety issues in pesticide use. Political, ...Implementation and impact of IPM. Safety issues in pesticide use. Political, ...
Implementation and impact of IPM. Safety issues in pesticide use. Political, ...Nikhil Kumar
 
Seed production in vegetables pgs-504
Seed production in vegetables pgs-504Seed production in vegetables pgs-504
Seed production in vegetables pgs-504Tapan Adhikari
 
Safety issues in pesticide use.pptx
Safety issues in pesticide use.pptxSafety issues in pesticide use.pptx
Safety issues in pesticide use.pptxRatneshKumarAhire1
 
INTEGRATED PEST MANAGEMENT FOR INSECT PESTS OF PULSES
INTEGRATED PEST MANAGEMENT FOR INSECT PESTS OF PULSES                        INTEGRATED PEST MANAGEMENT FOR INSECT PESTS OF PULSES
INTEGRATED PEST MANAGEMENT FOR INSECT PESTS OF PULSES RAKESH KUMAR MEENA
 

What's hot (20)

Nematode management in protected cultivation
Nematode management in protected cultivationNematode management in protected cultivation
Nematode management in protected cultivation
 
Zucchini physiological disorders By Mr. Allah Dad Khan Provincial Coordinat...
Zucchini physiological disorders   By Mr. Allah Dad Khan Provincial Coordinat...Zucchini physiological disorders   By Mr. Allah Dad Khan Provincial Coordinat...
Zucchini physiological disorders By Mr. Allah Dad Khan Provincial Coordinat...
 
Groundnut seminar
Groundnut seminarGroundnut seminar
Groundnut seminar
 
Techniques of hybrid seed production.pdf
Techniques of hybrid seed production.pdfTechniques of hybrid seed production.pdf
Techniques of hybrid seed production.pdf
 
Citrus Rootstocks
Citrus RootstocksCitrus Rootstocks
Citrus Rootstocks
 
Natural enemies of insects: Parasitoids
Natural enemies of insects: ParasitoidsNatural enemies of insects: Parasitoids
Natural enemies of insects: Parasitoids
 
Hybrid Rice
Hybrid RiceHybrid Rice
Hybrid Rice
 
50 Best Motivational Quotes to Ignite Your Sales Drive
50 Best Motivational Quotes to Ignite Your Sales Drive50 Best Motivational Quotes to Ignite Your Sales Drive
50 Best Motivational Quotes to Ignite Your Sales Drive
 
Are you a smartphone addict?
Are you a smartphone addict?Are you a smartphone addict?
Are you a smartphone addict?
 
Exploiting Fast and Slow Thinking
Exploiting Fast and Slow ThinkingExploiting Fast and Slow Thinking
Exploiting Fast and Slow Thinking
 
ENTJ Personality Type (Effectiveness/Perspectives)
ENTJ Personality Type (Effectiveness/Perspectives) ENTJ Personality Type (Effectiveness/Perspectives)
ENTJ Personality Type (Effectiveness/Perspectives)
 
Facing failures.pptx
Facing failures.pptxFacing failures.pptx
Facing failures.pptx
 
Recent metods of pest control
Recent metods of pest controlRecent metods of pest control
Recent metods of pest control
 
dragon fruit
dragon fruitdragon fruit
dragon fruit
 
Fruit crops
Fruit crops         Fruit crops
Fruit crops
 
PPT SHL
PPT SHLPPT SHL
PPT SHL
 
Implementation and impact of IPM. Safety issues in pesticide use. Political, ...
Implementation and impact of IPM. Safety issues in pesticide use. Political, ...Implementation and impact of IPM. Safety issues in pesticide use. Political, ...
Implementation and impact of IPM. Safety issues in pesticide use. Political, ...
 
Seed production in vegetables pgs-504
Seed production in vegetables pgs-504Seed production in vegetables pgs-504
Seed production in vegetables pgs-504
 
Safety issues in pesticide use.pptx
Safety issues in pesticide use.pptxSafety issues in pesticide use.pptx
Safety issues in pesticide use.pptx
 
INTEGRATED PEST MANAGEMENT FOR INSECT PESTS OF PULSES
INTEGRATED PEST MANAGEMENT FOR INSECT PESTS OF PULSES                        INTEGRATED PEST MANAGEMENT FOR INSECT PESTS OF PULSES
INTEGRATED PEST MANAGEMENT FOR INSECT PESTS OF PULSES
 

Similar to #LeanInTogether: 8 Tips for Managers

How to Be a Workplace Ally
How to Be a Workplace AllyHow to Be a Workplace Ally
How to Be a Workplace AllyLean In
 
#LeanInTogether: How to Be a Workplace MVP
#LeanInTogether: How to Be a Workplace MVP#LeanInTogether: How to Be a Workplace MVP
#LeanInTogether: How to Be a Workplace MVPLean In
 
Championing Equality in the Workplace #EachforEqual #IWD2020
Championing Equality in the Workplace #EachforEqual #IWD2020Championing Equality in the Workplace #EachforEqual #IWD2020
Championing Equality in the Workplace #EachforEqual #IWD2020Chelsea Koontz (She/Her)
 
BanBossy - Leadership tips for managers
BanBossy -  Leadership tips for managersBanBossy -  Leadership tips for managers
BanBossy - Leadership tips for managersNaomi Handler
 
50 Ways to Fight Gender Bias | International Women's Day 2019
50 Ways to Fight Gender Bias | International Women's Day 2019 50 Ways to Fight Gender Bias | International Women's Day 2019
50 Ways to Fight Gender Bias | International Women's Day 2019 Chelsea Koontz (She/Her)
 
4 Things All Mentors and Mentees Should Know
4 Things All Mentors and Mentees Should Know4 Things All Mentors and Mentees Should Know
4 Things All Mentors and Mentees Should KnowLean In
 
How to be empathetic to women in IT
How to be empathetic to women in ITHow to be empathetic to women in IT
How to be empathetic to women in ITBirudugadda Pranathi
 
The Ally's Journey - The 5 Step Process to Becoming an Inclusionary Leader
The Ally's Journey - The 5 Step Process to Becoming an Inclusionary LeaderThe Ally's Journey - The 5 Step Process to Becoming an Inclusionary Leader
The Ally's Journey - The 5 Step Process to Becoming an Inclusionary LeaderDale Thomas Vaughn
 
#LeanInTogether: How to Be a 50/50 Partner
#LeanInTogether: How to Be a 50/50 Partner#LeanInTogether: How to Be a 50/50 Partner
#LeanInTogether: How to Be a 50/50 PartnerLean In
 
Proiect engleza -Women’s vs. men’s leadership abilities
Proiect engleza -Women’s vs. men’s leadership abilitiesProiect engleza -Women’s vs. men’s leadership abilities
Proiect engleza -Women’s vs. men’s leadership abilitiesFrancisca Andreea Dulceanu
 
The Women's Foundation BEST PRACTICE GUIDE
The Women's Foundation BEST PRACTICE GUIDEThe Women's Foundation BEST PRACTICE GUIDE
The Women's Foundation BEST PRACTICE GUIDEGulnar Vaswani
 
The Ally's Journey - Becoming Woke
The Ally's Journey - Becoming WokeThe Ally's Journey - Becoming Woke
The Ally's Journey - Becoming WokeDale Thomas Vaughn
 
How to Be a Role Model for Girls
How to Be a Role Model for GirlsHow to Be a Role Model for Girls
How to Be a Role Model for GirlsLean In
 
Women as Mentors Does She or Doesn’t She? A Global Study of Businesswomen and...
Women as Mentors Does She or Doesn’t She? A Global Study of Businesswomen and...Women as Mentors Does She or Doesn’t She? A Global Study of Businesswomen and...
Women as Mentors Does She or Doesn’t She? A Global Study of Businesswomen and...Meghan Daily
 
Everyone Is A Leader
Everyone Is A LeaderEveryone Is A Leader
Everyone Is A LeaderJairo McMican
 
Lessons Learned from Lean In
Lessons Learned from Lean InLessons Learned from Lean In
Lessons Learned from Lean InBrittany Acuff
 
Bringing out the best in people pdf
Bringing out the best in people pdfBringing out the best in people pdf
Bringing out the best in people pdfChris Fiala
 
Robert Morris University Women's Leadership and Mentorship Program
Robert Morris University Women's Leadership and Mentorship Program Robert Morris University Women's Leadership and Mentorship Program
Robert Morris University Women's Leadership and Mentorship Program Paula Newbaker
 
Self Promotion for Women
Self Promotion for WomenSelf Promotion for Women
Self Promotion for WomenMelanie Nelson
 

Similar to #LeanInTogether: 8 Tips for Managers (20)

How to Be a Workplace Ally
How to Be a Workplace AllyHow to Be a Workplace Ally
How to Be a Workplace Ally
 
#LeanInTogether: How to Be a Workplace MVP
#LeanInTogether: How to Be a Workplace MVP#LeanInTogether: How to Be a Workplace MVP
#LeanInTogether: How to Be a Workplace MVP
 
Championing Equality in the Workplace #EachforEqual #IWD2020
Championing Equality in the Workplace #EachforEqual #IWD2020Championing Equality in the Workplace #EachforEqual #IWD2020
Championing Equality in the Workplace #EachforEqual #IWD2020
 
BanBossy - Leadership tips for managers
BanBossy -  Leadership tips for managersBanBossy -  Leadership tips for managers
BanBossy - Leadership tips for managers
 
50 Ways to Fight Gender Bias | International Women's Day 2019
50 Ways to Fight Gender Bias | International Women's Day 2019 50 Ways to Fight Gender Bias | International Women's Day 2019
50 Ways to Fight Gender Bias | International Women's Day 2019
 
4 Things All Mentors and Mentees Should Know
4 Things All Mentors and Mentees Should Know4 Things All Mentors and Mentees Should Know
4 Things All Mentors and Mentees Should Know
 
Mentoring final copy
Mentoring final copyMentoring final copy
Mentoring final copy
 
How to be empathetic to women in IT
How to be empathetic to women in ITHow to be empathetic to women in IT
How to be empathetic to women in IT
 
The Ally's Journey - The 5 Step Process to Becoming an Inclusionary Leader
The Ally's Journey - The 5 Step Process to Becoming an Inclusionary LeaderThe Ally's Journey - The 5 Step Process to Becoming an Inclusionary Leader
The Ally's Journey - The 5 Step Process to Becoming an Inclusionary Leader
 
#LeanInTogether: How to Be a 50/50 Partner
#LeanInTogether: How to Be a 50/50 Partner#LeanInTogether: How to Be a 50/50 Partner
#LeanInTogether: How to Be a 50/50 Partner
 
Proiect engleza -Women’s vs. men’s leadership abilities
Proiect engleza -Women’s vs. men’s leadership abilitiesProiect engleza -Women’s vs. men’s leadership abilities
Proiect engleza -Women’s vs. men’s leadership abilities
 
The Women's Foundation BEST PRACTICE GUIDE
The Women's Foundation BEST PRACTICE GUIDEThe Women's Foundation BEST PRACTICE GUIDE
The Women's Foundation BEST PRACTICE GUIDE
 
The Ally's Journey - Becoming Woke
The Ally's Journey - Becoming WokeThe Ally's Journey - Becoming Woke
The Ally's Journey - Becoming Woke
 
How to Be a Role Model for Girls
How to Be a Role Model for GirlsHow to Be a Role Model for Girls
How to Be a Role Model for Girls
 
Women as Mentors Does She or Doesn’t She? A Global Study of Businesswomen and...
Women as Mentors Does She or Doesn’t She? A Global Study of Businesswomen and...Women as Mentors Does She or Doesn’t She? A Global Study of Businesswomen and...
Women as Mentors Does She or Doesn’t She? A Global Study of Businesswomen and...
 
Everyone Is A Leader
Everyone Is A LeaderEveryone Is A Leader
Everyone Is A Leader
 
Lessons Learned from Lean In
Lessons Learned from Lean InLessons Learned from Lean In
Lessons Learned from Lean In
 
Bringing out the best in people pdf
Bringing out the best in people pdfBringing out the best in people pdf
Bringing out the best in people pdf
 
Robert Morris University Women's Leadership and Mentorship Program
Robert Morris University Women's Leadership and Mentorship Program Robert Morris University Women's Leadership and Mentorship Program
Robert Morris University Women's Leadership and Mentorship Program
 
Self Promotion for Women
Self Promotion for WomenSelf Promotion for Women
Self Promotion for Women
 

More from Lean In

The State of Women at Work
The State of Women at WorkThe State of Women at Work
The State of Women at WorkLean In
 
The State of Women
The State of WomenThe State of Women
The State of WomenLean In
 
Setting & Achieving Goals
Setting & Achieving GoalsSetting & Achieving Goals
Setting & Achieving GoalsLean In
 
Problem solving with G.I.R.L.
Problem solving with G.I.R.L.Problem solving with G.I.R.L.
Problem solving with G.I.R.L.Lean In
 
#LeanInTogether: How to Be an All-Star Dad
#LeanInTogether: How to Be an All-Star Dad#LeanInTogether: How to Be an All-Star Dad
#LeanInTogether: How to Be an All-Star DadLean In
 
Women in the Workplace 2015
Women in the Workplace 2015Women in the Workplace 2015
Women in the Workplace 2015Lean In
 
#LeanInTogether: Goal Setting Activity
#LeanInTogether: Goal Setting Activity#LeanInTogether: Goal Setting Activity
#LeanInTogether: Goal Setting ActivityLean In
 
7 Tips for Parents - #LeanInTogether
7 Tips for Parents - #LeanInTogether7 Tips for Parents - #LeanInTogether
7 Tips for Parents - #LeanInTogetherLean In
 

More from Lean In (8)

The State of Women at Work
The State of Women at WorkThe State of Women at Work
The State of Women at Work
 
The State of Women
The State of WomenThe State of Women
The State of Women
 
Setting & Achieving Goals
Setting & Achieving GoalsSetting & Achieving Goals
Setting & Achieving Goals
 
Problem solving with G.I.R.L.
Problem solving with G.I.R.L.Problem solving with G.I.R.L.
Problem solving with G.I.R.L.
 
#LeanInTogether: How to Be an All-Star Dad
#LeanInTogether: How to Be an All-Star Dad#LeanInTogether: How to Be an All-Star Dad
#LeanInTogether: How to Be an All-Star Dad
 
Women in the Workplace 2015
Women in the Workplace 2015Women in the Workplace 2015
Women in the Workplace 2015
 
#LeanInTogether: Goal Setting Activity
#LeanInTogether: Goal Setting Activity#LeanInTogether: Goal Setting Activity
#LeanInTogether: Goal Setting Activity
 
7 Tips for Parents - #LeanInTogether
7 Tips for Parents - #LeanInTogether7 Tips for Parents - #LeanInTogether
7 Tips for Parents - #LeanInTogether
 

#LeanInTogether: 8 Tips for Managers

  • 1. #LeanInTogether | LeanInTogether.Org #LeanInTogether 8 TIPS FOR MANAGERS Get the complete tips at leanin.org/tips/managers Thomas Barwick / Getty Images
  • 2. #LeanInTogether | LeanInTogether.Org Stereotypes are enormously self-reinforcing. Men are expected to be assertive, confident, and opinionated, so we welcome their leadership. In contrast, women are expected to be kind, nurturing, and compassionate, so when they lead, they go against our expectations and often face pushback. This dynamic disadvantages women at work. 8 TIPS FOR MANAGERS
  • 3. #LeanInTogether | LeanInTogether.Org 1 1 CHALLENGE THE LIKEABILITY PENALTY SITUATION If a woman is competent, she does not seem nice enough, but if a woman seems really nice, she is considered less competent. This can have a big impact on a woman’s career. SOLUTION Listen for the language of this likeability penalty. If you hear a woman called “aggressive” or “out for herself,” ask, “Would you have the same reaction if a man did the same thing?” In many cases, the answer is no.
  • 4. #LeanInTogether | LeanInTogether.Org#LeanInTogether | LeanInTogether.Org We overestimate male performance and underestimate female performance.
  • 5. #LeanInTogether | LeanInTogether.Org 2 2 EVALUATE PERFORMANCE FAIRLY SITUATION Male performance is often overestimated compared to female performance,1 a bias that is even more pronounced when review criteria are unclear.2 This can explain why women are hired and promoted based on the past, while men are hired and promoted based on potential.3 SOLUTION Look for opportunities for gender-blind evaluations in hiring. Be specific about the criteria for excellent performance, and make sure goals are set in advance, understood, and measurable.
  • 6. #LeanInTogether | LeanInTogether.Org 3 While men typically attribute their success to innate qualities, women often attribute success to external factors like “getting lucky” and “help from others.”4 When women and men work together on tasks, women are given less credit for successes and blamed more for failure.5 Because women receive—and give themselves—less credit, their confidence often erodes. Make sure women get credit and publicly acknowledge their accomplishments. Push back when women say that they’re “not ready” for an opportunity and encourage them to take stretch assignments. 3 GIVE WOMEN CREDIT SITUATION   SOLUTION  
  • 7. #LeanInTogether | LeanInTogether.Org#LeanInTogether | LeanInTogether.Org Women get less airtime and have less influence in meetings.
  • 8. #LeanInTogether | LeanInTogether.Org 4 SITUATION Men tend to talk more and make more suggestions in meetings, while women are interrupted more, given less credit for their ideas, and have less overall influence.6 Without full participation, meetings cannot tap everyone’s expertise, which undermines team outcomes. SOLUTION Encourage women to sit front and center at meetings, and openly ask women to contribute. If a female colleague is interrupted, interject and say you’d like to hear her finish. 4 GET THE MOST OUT OF MEETINGS
  • 9. #LeanInTogether | LeanInTogether.Org 5 SITUATION Women do more “office housework” like taking notes, organizing events, and training new hires—tasks that take up valuable time and rarely lead to a promotion. Moreover, many women are in support roles, but line roles with P&L responsibility more often lead to senior leadership positions.7 SOLUTION Audit who’s doing service work and make sure it’s distributed evenly between women and men. Encourage rising stars to pursue line roles and celebrate the women who take on more responsibility to set an example. 5 SHARE OFFICE HOUSEWORK
  • 10. #LeanInTogether | LeanInTogether.Org#LeanInTogether | LeanInTogether.Org Mothers and fathers can pay a steep price for investing in family.
  • 11. #LeanInTogether | LeanInTogether.Org 6 SITUATION Motherhood triggers assumptions that a woman is less competent and less committed to her career. As a result, she is held to higher standards and presented with fewer opportunities.8 SOLUTION Avoid assumptions about mothers’ willingness to take on challenging assignments or travel. Have an open-door policy for discussing pregnancy and adopt family-friendly policies. If you’re a parent, be vocal about the time you spend away from work with your children; this gives others permission to do to the same. 6 MAKE WORK WORK FOR PARENTS
  • 12. #LeanInTogether | LeanInTogether.Org 7 SITUATION Women are four times less likely to negotiate than men, often because they are concerned they’ll be viewed unfavorably.9 When they do negotiate, women typically ask for 30 percent less money.10 SOLUTION Review compensation to ensure that you pay women and men fairly and communicate to all members in your organization— especially women—that it’s important for them to negotiate. 7 MAKE NEGOTIATING A NORM
  • 13. #LeanInTogether | LeanInTogether.Org#LeanInTogether | LeanInTogether.Org Mentors and sponsors matter, but women can have a harder time finding them.
  • 14. #LeanInTogether | LeanInTogether.Org 8 Mentors and sponsors are key drivers of success, yet women can have a harder time finding them. Mentoring relationships typically form between individuals with common interests, and junior women and senior men often avoid mentoring relationships out of concern that time spent together will look inappropriate.11 Establish formal mentorship and sponsorship programs and encourage informal interactions between the women and men. Start Lean In Circles (www.leanin.org/circles) at work to tap into the power of peer mentorship as well. 8 SUPPORT MENTORSHIP AND SPONSORSHIP SITUATION   SOLUTION  
  • 15. #LeanInTogether | LeanInTogether.Org When men lean in for equality, they win—and so does everyone else. Children are happier and healthier. Marriages are stronger. Teams and companies produce better results. Men, show the world you’re for equality. Women, celebrate men leaning in. In for equality? Pass it on—#LeanInTogether LET’S #LEANINTOGETHER
  • 16. #LeanInTogether | LeanInTogether.Org ENDNOTES 1  Victor Lavy and Edith Sand, “On the Origins of Human Capital Gaps: Short and Long Term Consequences of Teachers’ Stereotypical Biases,” NBER Working Paper, 20909, January, 2015. Emily R. Mondschein, Karen E. Adolph, and Catherine S. Tamis-Le Monda, “Gender Bias in Mothers’ Expectations About Infant Crawling,” Journal of Experimental Child Psychology 77, no. 4 (2000): 304–16. 2  Eric Luis Uhlmann and Geoffrey L. Cohen, “Constructed Criteria: Redefining Merit to Justify Discrimination,” Psychological Science 16, no. 6 (2005): 474–80. For a discussion see Cheryl Staats, State of the Science: Implicit Bias Review 2014 (2014), Kirwan Institute, Ohio State University. 3  Joanna Barsh and Lareina Yee, Special Report: Unlocking the Full Potential of Women in the U.S. Economy, McKinsey & Company (April 2011), 6, http://www.mckinsey.com/Client_Service/Organization/Latest_thinking/ Unlocking_the_full_potential.aspx. 4  Sylvia Beyer, “Gender Differences in Causal Attributions by College Students of Performance on Course Examinations,” Current Psychology 17, no. 4 (1998): 346–58. 5  Madeline E. Heilman and Michelle C. Hayes, “No Credit Where Credit is Due: Attributional Rationalization of Women’s Success in Male-Female Teams,” Journal of Applied Psychology 90, no. 5 (2005): 905-926; Michelle C. Hayes and Jason S. Lawrence, “Who’s to Blame? Attributions of Blame in Unsuccessful Mixed-Sex Work Teams,” Basic and Applied Social Psychology 34, no. 6 (2012): 558-564. 6  Christopher F. Karpowitz, Tali Mendelberg, Lee Shaker, “Gender Inequality in Deliberative Participation,” American Political Science Review 106, no. 3 (2012) 533-547; Kieran Snyder, “How to Get Ahead as a Woman in Tech: Interrupt Men,” Slate, July 23, 2014, http://www.slate.com/blogs/lexicon_valley/2014/07/23study_men_interrupt_women_ more_in_tech_workplaces_but_high_ranking_women.html; Madeline E. Heilman and Michelle C. Hayes, “No Credit Where Credit is Due: Attributional Rationalization of Women’s Success in Male-Female Teams,” Journal of Applied Psychology 90, no. 5 (2005): 905-926; Melissa C. Thomas-Hunt and Katherine W. Phillips, “When What You Know is Not Enough: Expertise and Gender Dynamics in Task Groups,” Personality and Social Psychology Bulletin 30, no. 12 (2004): 1585-1598. 7  Joanna Barsh and Lareina Yee, Special Report: Unlocking the Full Potential of Women at Work, McKinsey & Company (2012), http://online.wsj.com/public/resources/documents/womenreportnew.pdf/.
  • 17. #LeanInTogether | LeanInTogether.Org 8  Shelley J. Correll, Stephen Bernard, and In Paik, “Getting a Job: Is There a Motherhood Penalty?,” American Journal of Sociology 112, no. 5 (2007): 1297-1339. 9  Linda Babcock and Sara Laschever, Women Don’t Ask (New York: Bantam Books, 2007); Linda Babcock et al., “Gender Differences in the Propensity to Initiate Negotiations,” in Social Psychology and Economics, ed. David De Cremer, Marcel Zeelenberg, and J. Keith Murnighan (Mahwah, NJ: Lawrence Erlbaum, 2006), 239–59. 10  Research cited by Katty Kay and Claire Shipman, “The Confidence Gap,” Atlantic, May, 2014, http:// www.theatlantic.com/features/archive/2014/04/the-confidence-gap/359815/. 11  Sylvia Ann Hewlett et al., The Sponsor Effect: Breaking Through the Last Glass Ceiling, a Harvard Business Review Research Report (December 2010): 5–7. ENDNOTES