In financial institutions, women seem to have to do more to prove themselves than men, and to have to keep on doing it over and over again. They often work harder, for one-third lower wages, and are held to a higher standard than men. Even if they try to make a real difference, this can often be held against them.
In a recent opinion piece published in the New York Times, studied showed that if a male executive expressed their ideas freely, they got a 10% better competence rating in their annual review. By contrast, if a woman did the same, they received a 14% lower rating. If a man and woman both express the same idea, the man gets a higher performance rating, while the woman’s stays the same.
Other Big Businesses
Studies have also shown a “motherhood penalty” and a “fatherhood bonus.” Women with children are seen as less committed to their job than men. If a man is a father, however, he is actually seen as more committed. Factors such as the majority of childcare burden resting on the mother’s shoulders is never taken into account. Fathers are actually sent on more management training courses than single men, who in turn are sent far more often than women.
Start-ups also tend to be “old boy networks” that shut out women except for the more subordinate tasks, even though studies have shown that start-ups led by women are more likely to succeed and innovative firms with women at the head are more profitable.