![]() A recent article in The Atlantic entitled “Why Do Women Bully Each Other at Work?” cites studies upon anecdotes upon the author’s own experience of this “tokenism” dynamic: “When there appear to be few opportunities for women.women begin to view their gender as an impediment they avoid joining forces and sometimes turn on one another.” In her much-cited research on “token females” (lone women in a “high-prestige work group”), Michelle Duguid of Washington University’s Olin Business School found that such women often view other women as a competitive threat to their own status and thus block their entry into the group. Studies have consistently shown that women tend to stand in the way of one another’s career advancement. But there’s one persistent obstacle women can and should immediately get out of their way - each other. These are structural impediments that women are addressing over time. So, what’s stopping us from ascending? A lot, actually - from too few women applying for STEM jobs and too few getting hired on up to a shortage of women asking for top jobs amid a shortage of female role models to pave the way. According to McKinsey, “ companies in the top quartile for gender diversity are 15% more likely to have financial returns above their respective national industry medians.” And a 2016 survey of gender diversity at global firms found that “a move from no female leaders to 30% representation is associated with a 15% increase in the net revenue margin.” This underrepresentation is even more galling when you consider the evidence of gender diversity’s positive impact. And women are still scarce on corporate boards, accounting for only 15% of seats of more than 4,200 companies surveyed in 2015. ![]() The number of women CEOs at Fortune 500 companies did increase by more than 50% over the past year, but only from 21 to 32 - just 6.4% of CEOs on the list. When it comes to corporate leadership, the ratios are even more imbalanced.
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