These suggestions from Dina Pradel, Hannah Riley Bowles, and Kathleen L. McGinn can help prevent gender from becoming a significant fact in negotiations.
Hannah Riley Bowles
The following items are tagged Hannah Riley Bowles.
When Time Isn’t Money
Due to deeply ingrained gender stereotypes, women may find it easier to negotiate their time instead of their financial compensation.
Consider that men and women are likely to rely on gender-stereotypic arguments to support their demands in negotiation. For women, the gender-stereotypic notion of being caregivers is readily available and likely to be well received. By contrast, men, who generally are expected to be the primary family breadwinner, have less difficulty negotiating financial issues than women do.
When women negotiators thrive
Adapted from “What Happens When Women Don’t Ask,” first published in the Negotiation newsletter, June 2008.
Some negotiation research has found that men generally initiate negotiations to advance their own interests much more often than women do. Yet researchers also have identified certain contexts in which women routinely negotiate and achieve outcomes that match or exceed
Negotiating the Gender Gap
Is there a social cost for women who negotiate assertively for themselves in the workplace? Research suggests that women who negotiated higher compensation are viewed by evaluators as being more “demanding,” which leads to a disinclination to work with them in the future. In our most recent “Dear Negotiation Coach” feature in the Negotiation newsletter, Hannah Riley Bowles, associate professor at Harvard Business School, shares tips on how women can navigate around this obstacle while still obtaining the compensation they deserve.
Status Constraints in Negotiation: Gender and Global (vs. Local) Culture in the Arab Gulf
Women and Public Policy Program Seminar:
Status Constraints in Negotiation:
Gender and Global (vs. Local) Culture in the Arab Gulf
with
Associate Professor Hannah Riley Bowles
Date: December 2, 2010
Time: 11:40am-1:00pm
Where: WAPPP Cason Seminar Room, Taubman 1st floor
About the Seminar: Studies conducted in the rapidly globalizing Arab Gulf illuminate university students’ psychological experiences of the global and local
NY Times asks Harvard’s Associate Professor Hannah Riley Bowles about women and salary negotiation
Women need to take the initiative in asking for a raise, Associate Professor Hannah Riley Bowles at the Harvard Kennedy School explains in a New York Times article published May 14. Her studies show that women need to take the initiative to ask for more pay and need to employ a
Iris Bohnet
Iris Bohnet, Academic Dean and Professor of Public Policy at Harvard Kennedy School, teaches decision-making and negotiation in both degree and executive programs. She is an associate director of the Laboratory for Decision Science, and faculty co-chair of the executive program “Global Leadership and Public Policy for the 21st Century” for the World Economic Forum’s Young Global Leaders.
Hannah Riley Bowles
Hannah Riley Bowles is an Associate Professor at the Harvard Kennedy School. She conducts research on gender in negotiation and the attainment of leadership positions. She has conducted case research on leadership in crisis and the management of complex multi-party conflicts.
Kathleen McGinn
Kathleen L. McGinn is the Cahners-Rabb Professor of Business Administration and the Senior Associate Dean for Faculty Development at Harvard Business School. McGinn teaches courses on negotiations, power and influence, and interpersonal decision making to MBAs and Executives at the Harvard Business School and Harvard Law School’s Program on Negotiation.
Gender in Job Negotiations: New Strategies for Overcoming the Compensation Negotiation Dilemma for Women
Research shows that women—more than men—face a “compensation negotiation dilemma,” in which they have to weigh the economic benefits of negotiating for higher pay against the social risks of being perceived negatively for having negotiated. Professor Bowles will talk about her latest research on how women can overcome this compensation negotiation dilemma. She will also
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