Recently we asked more than 100 senior executive women from around the world to tell us at what stage in their careers they faced the most gender bias or discrimination. Half told us mid-career — that is, roughly their mid-30s to late 40s. Other research we’ve conducted suggests that the intensity of bias at this career stage may come as an unpleasant surprise. In 2021, we surveyed women who had graduated from Harvard Business School 10 to 20 years earlier, and they told us that gender bias against them in the workplace was higher than they had expected it to be when they graduated. White women reported levels of gender bias that were three times as high as what they anticipated, and women of color reported levels that were almost double their expectation. (Perhaps women of color were somewhat more realistic about the level of discrimination in many workplaces.)
3 Workplace Biases that Derail Mid-Career Women
And how managers can level the playing field.
September 16, 2022
Summary.
Mid-career women are often surprised by the levels of bias and discrimination they encounter in the workplace, especially if they’ve successfully avoided it earlier in their careers. After speaking to 100 senior women executives, the authors identified three distinct kinds of bias and discrimination faced by mid-career women: unfair assumptions, unhelpful attention, and unequal access. They describe each bias and conclude with recommendations for overcoming them.
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Diversity, Inclusion, and Belonging Course
Accelerate your career with Harvard ManageMentor®. HBR Learning’s online leadership training helps you hone your skills with courses like Diversity, Inclusion, and Belonging. Earn badges to share on LinkedIn and your resume. Access more than 40 courses trusted by Fortune 500 companies.
How to build a better, more just workplace.