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Structural changes are the only real hope we have of confronting structural discrimination so we can achieve fair, equal, and equitable career outcomes for women and men.
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The traditional tools and techniques that are effective in preventing implicit gender bias from having a discriminatory impact on women’s career advancement are of little use in combatting explicit gender bias. There must be far more active, vigorous, and open condemnation of each and every public misogynistic attack on women.
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“Women with different intersectionalities are likely to have significantly different workplace experiences and encounter significantly different career obstacles. These differing experiences and obstacles are, in large part, due to the different stereotype-driven biases directed against them because of their social identities. As a result, women with different intersectionalities frequently view their opportunities, acceptance, and status in such fundamentally different ways that close, supportive, and satisfying same-gender relationships become difficult.”
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"America's workplaces, even in our best-intentioned organizations, are riddled with bias against women leaders. As a result, women seeking to advance in careers—particularly careers in traditionally male fields—face both negative and agentic biases. The intersection of negative and agentic biases creates a double bind we call the 'Goldilocks Dilemma.'"
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