Negotiation Will Not Fix Sexism

Let’s start with the obvious — it pains me to realize that negotiation can’t fix everything.  As someone who loves to teach negotiation — and has long believed in the power of positive asking — I also need to recognize when individual action will not — and cannot — fix the ingrained biases and structural sexism that exists in the workplace.  A slew of recent studies back up this point in variety of ways that also point to a more nuanced understanding of what does need to be fixed.

To give a little history — many read Lean In and/or Women Don’t Ask and took these books as a call to focus on women’s deficiencies in negotiation.   This was despite that the fact that I and others had found no differences in perceived assertiveness among lawyers or other leaders.  (More from me in TEDx talk version here and research article here.)

Caveat — this is not to deny that differences in levels of assertiveness are found among young women in competitive, one-shot negotiations with limited knowledge, nor to discount the fact that failure to negotiate a higher starting salary leads to less money down the road.  It IS to say that these younger, less confident women should not be the template for advice to mature women in the workplace.  Numerous workplace studies have since confirmed that women and men ask for raises and promotions at the same rate — the problem is who receives them.

Moreover, study after study in Harvard Business Review have now shown that women are perceived as better leaders by their peers in 360 degree reviews — scoring higher than men on 17 of 19 measures before the pandemic and — in the face of a crisis — outperforming men even more.

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Institute for Women’s Leadership Releases Report on Law Firm Equity Initiative

As part of Women’s History Month, the Marquette University Institute for Women’s Leadership released its first white paper, entitled Law Firm Equity Initiative, examining the status of women in the Milwaukee legal market.  (This survey went out to all firms with over 10 attorneys in the metro area—more on methodology in the report itself.)  I am honored to be the author of this report knowing that transparency is step one in bringing about any change.

My motivation for doing this study came from watching the remarkable progress that companies in Wisconsin have made in the last few years in terms of placing women on their boards. Inspired by what transparency and peer pressure has accomplished in the corporate world, I hope that we can hold a mirror to our legal community and also ask what we can do better.

When I graduated law school (don’t ask—it was a long time ago) and did not see women in leadership roles, I was told it was a pipeline issue—just give it time and women would ascend to the heights of leadership once there were equal number of women graduating.  So, has that story played out?  Not so much.

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A Is for Activism — Or, Want to Know What’s Going on in Milwaukee During the Election Season?

One of the best parts of my new position with the Institute for Women’s Leadership at Marquette is getting the opportunity to meet and work with amazing faculty across campus. Working with our steering committee since last spring, we had planned to have a great conference focusing on suffrage and innovation—how was women’s intellectual empowerment linked to gaining the right to vote; and how the activism behind gaining the vote and then fighting for voting rights is imbued with innovative thinking and acting.

The good news is that the entire conference has gone virtual and our amazing speakers all taped their sessions in August. (You can watch my trailer here.)

This is now available on our incredible website which has all of the speakers, a really cool interactive timeline (with original documents and then discussion questions a teacher can use for class), voting resources, and more.

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