gender and negotiation
What is Gender and Negotiation?
Research on gender and negotiation verifies what many of us already know – women face significant hurdles in negotiations.
In their gender and negotiation research, Professor Hannah Riley Bowles of Harvard Business School, Professor Linda Babcock of Carnegie Mellon University, and Professor Lei Lai of Tulane University found that both male and female study participants were less interested in working with women who attempted to negotiate a better salary than they were with men who tried to negotiate a higher salary.
Gender discrimination is typically implicit rather than explicit. Yet its persistence in the workplace presents a personal negotiation challenge that asks women to reconcile their needs with how they present those needs to their counterparts. For example, gender and negotiation research shows that women, more often than men, need to legitimize their salary requests during a negotiation.
Unfortunately, women who ask for more tend to suffer a backlash: their coworkers tend to dislike them more than women who don’t ask. Men don’t suffer the same backlash effect.
However, motivated by Facebook Chief Operating Officer Sheryl Sandberg’s message of empowerment in Lean In: Women, Work, and the Will to Lead and other recent rallying cries, women increasingly are taking the risk of asking for more in employment contract negotiation—and employers are starting to expect them to do so.
The good news is that gender and negotiation researchers have identified clear strategies that women can undertake to avoid antagonizing colleagues when they ask for more.
Discover how to refine your negotiation skills with this free special report, Negotiation Strategies for Women: Secrets to Success. Download this report from Harvard Law School right now!
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