Research shows that women are less likely than men to ask for salary increases and other resources and that they negotiate less effectively when they are in bargaining situations. The resources listed here identify the social forces that hold women back from asking for resources and offer strategies for how to women can more effectively negotiate for salary and other resources that are essential for career advancement.
Margaret A. NealeThe Clayman Institute for Gender Research
When viewed as problem solving, negotiation moves from being a win-lose game to one of mutual benefit. This lecture will help you negotiate ways to achieve more of what you want in preparing for negotiation. Stanford Business Professor Margaret A. Neale shares new ways — small and large — of practicing negotiating in everyday interactions and improve your chances of getting more of what you want.
In their book, Women Don’t Ask: Negotiation and the Gender Divide, Linda Babcock and Lara Laschever look at the barriers holding women back and the social forces constraining them.They show how to women can reframe their interactions and more accurately evaluate their opportunities to more effectively negotiate for salary and other resources that are essential for career advancement.They show how to recognize the ways in which our institutions, child-rearing practices, and unspoken assumptions perpetuate inequalities – inequa
Program on Negotiation Daily BlogHarvard Law SchoolAugust 17, 2011
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.
The National Science Foundation began supporting ADVANCE initiatives in 2001, and has awarded over $130M in funding for a variety of programs. The most significant efforts seek to create permanent institutional transformation.
Professional disciplinary groups allow members to meet, engage, and share knowledge. This effort is particularly important to foster supportive, collaborative networks among scientists from under-represented groups.
We have compiled multiple publicly available databases of the published research related to NSF ADVANCE program efforts to increase diversity in STEM education and the STEM labor force. These include the literature on implicit bias, mentorship and other topics.
Balance is real challenge facing many faculty, particularly women with children. The perception (and reality) of the inflexibility and rigor of an academic career is one cause for the lack of diversity in STEM disciplines.