Knowledge Center

Gender & Negotiation

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MEMBER EXCLUSIVE

Overview: Women face unique obstacles at the negotiating table. Both male and female counterparts hold expectations that make it difficult for women to negotiate value and build relationships. This data-driven webinar shares recent research on how women can be effective despite the distinctive challenges we face at the negotiating table.

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Interrupting Bias in Performance Evaluations

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Studies show that subtle gender and racial biases often creep into performance evaluations. Learn how to design and fill out performance evaluations to avoid this.

Research shows that women’s reviews are more likely to contain negative feedback, and women tend to receive different types of criticism than men. Men typically receive constructive suggestions related to additional skills to develop and growth areas, whereas women are critiqued for personality: “You come off as abrasive;” “Pay attention to your tone.” Women are often described as “bossy,” “abrasive,” “strident,” and “aggressive” when they lead, or “emotional” and “irrational” when they disagree with others. The implicit message: women should conform to prescriptive stereotypes – they should be modest, self-effacing team players. One study found that, among men and women who received critical feedback, only 2% of men received negative personality criticism, but 76% of women did.

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Book Club Picks

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MEMBER EXCLUSIVE

Below are titles from our list of “must-read” books that deal with issues of women’s leadership, work/life balance, and gender equity at work and at home.

We’ve included discussion questions designed by the author(s) of each book exclusively for WLE. Get together with your colleagues and host a book club.
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“She’s Too Abrasive/Aggressive/Emotional” – Interrupting Bias in Performance Evaluations

Studies show that subtle gender and racial biases often creep into performance evaluations. Learn how to design and fill out performance evaluations to avoid this.

Research shows that women’s reviews are more likely to contain negative feedback, and women tend to receive different types of criticism than men. Men typically receive constructive suggestions related to additional skills to develop and growth areas, whereas women are critiqued for personality: “You come off as abrasive;” “Pay attention to your tone.” Women are often described as “bossy,” “abrasive,” “strident,” and “aggressive” when they lead, or “emotional” and “irrational” when they disagree with others. The implicit message: women should conform to prescriptive stereotypes – they should be modest, self-effacing team players. One study found that, among men and women who received critical feedback, only 2% of men received negative personality criticism, but 76% of women did.

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Susan Colantuono

  • Susan Colantuano

    Susan Colantuano

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MEMBER EXCLUSIVE

Susan Colantuono is the CEO of Leading Women, a consulting firm dedicated to closing the leadership gender gap. She is the author of No Ceiling, No Walls: What Women Haven’t Been Told About Leadership and Make the Most of Mentoring. Her work often focuses on gender dynamics, hidden gender bias, and women’s leadership development.

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