Come On Guys, Play Fair

By Ann Howard, Ph.D.

When I applied for my first job in the 1960s, I was told “You can’t interview management candidates; only men are allowed to interview men. You can interview women for clerical jobs.” We’ve come a long way from such blatant discrimination against women in management.

But according to the latest report, “Holding Women Back: Troubling Discoveries and Best Practices for Helping Female Leaders Succeed,” from DDI’s Global Leadership Forecast 2008|2009, the stop signs to women’s advancement are still there; they’re just harder to see. Participation in programs that ease the route to the top – like high-potential programs or mentors—is typically secret, and few realize how often decision-makers favor men over women.

When I was a kid we celebrated Easter in the town park; whoever caught a released rabbit could keep it. There were careful instructions not to pick up the rabbit but hold it on the ground until an adult could retrieve it. One year, the first rabbit abruptly turned around, came directly toward my sister and me, and I caught it!  While I dutifully held the rabbit on the ground, about eight boys jumped on top of me and claimed that they had caught it. The adult didn’t see what happened and took away my prize.

Guys, a promotion won by stacking the deck is no better than a rabbit won by deception or an Olympics contest won by strength-enhancing drugs. We gals aren’t asking for favoritism—let the best leader advance. But couldn’t you at least play fair? You’d feel better, and so would we.

Listen to Ann Howard on DDI’s Podcast, Holding Women Back: Why gender still matters on today’s career ladder.

Ann Howard is the Chief Scientist for Development Dimensions International (DDI).

Comments

[Mimi]

I experience on a daily basis gender as well as racial discrimination. Am I able to prove it? No. "The powers that be" were very subtle and used another female of my race to lie about an event that never occured. Shortly after the event that never occured, the female received a promotion for lying then a male was placed in my former position. This event opened the door for a totally unqualified male. This "good ole boy" goes drinking, golfing and is the life of the party. Yet, after one year in his new position, he is unable to open his computer, compose or answer emails or make any public speaking presentations. All of which are requirement for the position. Your findings are correct! I'm living the love on a daily basis.

[Ann Howard]

Richard – With regard to your comments, we weren’t actually searching for this information and were surprised when we found it. This was a study of leadership development--not gender—and that is what our questions addressed. We looked at gender (along with age, management level, region, and other demographics) to see if background differences colored reactions to leadership development. We found no gender differences in reactions, but we unexpectedly discovered significant gender differences in exposure to leadership development opportunities all along the course of managerial careers.

There are certainly many factors that can hinder women’s growth potential, including family issues, and in modern society many factors can hinder men as well. We’re not suggesting a mass conspiracy against women; rather, we wanted to call attention to organizational practices that can deter the progress of women who would otherwise be strong candidates for higher-level leadership roles. We can only change things if we make people aware of what is happening, and we hope that this research will open both men's and women’s eyes about some less known practices that are holding women back.

[Richard Alan]

I read through your new study earlier today and I felt the need to comment on it. Personally, I found it appeared to be totally biased. It seems to me you started out with a premise and then cited numbers and statistics as “proof” of that premise.

The study did not seem to search for or factor in any of the other real world problems women face (IE: interruptions in their careers due to pregnancy, caring for their children, etc.) which could also be contributors to this alleged problem. Also missing is any information about the ratio of women who simply don’t need or want to “reach the top”.

Finally, some of the conclusions and statements they make about male leaders could be viewed as rather humorous or perhaps insulting depending upon the thickness of a man’s skin.

I think this type of divisive article continues to contribute to the "back lash" against women you cite in the study.