In the News

  • Exactly What To Do If You’ve Been Sexually Harassed At Work. Fast Company (Feb 3, 2017)
    In the U.S., even though the law has been in place for over 50 years, harassment persists, says Catherine Tinsley, PhD, because “men have more social status.” Tinsley, a professor of management at Georgetown University’s McDonough School of Business, says that such sexual advances are a power play and a way to put a woman who is being particularly “uppity” in her place. “That’s not the way it should be,” she underscores. “It’s the way it is.” Which is why it is important to report any instance of harassment.
  • What Would Hillary’s Win Signify For Women? The Huffington Post (Nov 4, 2016)
    To me, the question isn’t, “what do the election results mean?” but “what do they say about the United States?” If Clinton wins, it will reflect where we are. We have changed. We have moved on from antiquated views of who women are, and what behavior towards them is acceptable. To paraphrase both Michelle Obama and Condoleezza Rice, it would be saying, “Enough.”.
  • Celebrating Fathers. The Huffington Post (Jun 13, 2016)
    The ads encouraging us to buy gifts and greeting cards suggest that what dads mostly do is use tools, grill meat, enjoy sports and cars, and relax (with a beer or a mixed drink). These images and sentiments are confining, and we imagine discouraging, to some dads. Moreover, they don’t celebrate the paternal activities that really matter to kids and families.
  • On the Money! The Huffington Post (May 4, 2016)
    Congratulations to the U.S. Treasury Department for its recent decision to put a woman on money. Harriet Tubman is set to replace Andrew Jackson on the $20 bill by 2020. Naturally, there is poetic justice in replacing a slave holder with a woman who fought so tirelessly for emancipation. Yet, there are two other reasons why the face of a woman on U.S. currency notes is so healthy for American culture and why this current decision does not go far enough.
  • Show us the Money! The Huffington Post (Mar 23, 2016)
    President Obama recently announced new steps to advance equal pay including a proposal that the Equal Employment Opportunity Commission in partnership with the Department of Labor collect and report summary pay data by gender, race, and ethnicity from businesses with 100 or more employees. This is a giant leap toward identifying and ultimately rectifying wage inequities.
  • This is why it’s taking so excruciatingly long to get more women on boards. Quartz  (February 26, 2016)
    Making boards more diverse—in terms of gender and other factors—is now such a common goal that you’d think companies must have worked out how to do it by now. But researchers from the McDonough School of Business at Georgetown University have identified one big problem that stymies efforts to boost the ranks of female directors. It’s quite simple: women are more likely to be appointed to seats vacated by other women. When men step down, they are more likely to be replaced by men.
  • Failure is Not a Four-Letter Word. Huffington Post  (January 29, 2016)
    Much press has been dedicated to “the confidence gap” — the idea that women “self-handicap” because they lack confidence relative to men. Women who do not believe in themselves are less likely to try a new challenge, such as selling Tupperware, negotiating a raise, or leading a work team. Yet, without proof of their own success, these women never get the chance to change their own internal narratives about their abilities.
  • Changing the World, One Handbag at a Time. MSB Newsroom  (December 14, 2015)
    georgetown-university-mcdonoughThe artisans in Masoro are employees of Abahizi Dushygikirane Corporation or ADC, the supplier of Kate Spade & Company’s on purpose label, which launched in May 2014. Professors Catherine Tinsley and Edward Soule at Georgetown University’s McDonough School of Business are studying this socially responsible business model and its impact on the employees and their community.
  • Four Signs You Have a Dead-End Job. A Georgetown management professor identifies four red flags for career stagnation. BloombergBusiness  (December 1, 2015)
    The balance of power in the workplace has begun to shift subtly from employers to employees, resulting in what the Harvard Business Review dubs a “candidate-driven” economy. That means if you’re a young professional unhappy with what you’re doing, you’re in a better position than ever to make a move.
    But it’s not always obvious what a bad job looks like if you haven’t been in the workforce very long, said Catherine Tinsley, a Georgetown University management professor who researches workplace dynamics. Women, especially, are known to stay in work environments that aren’t conducive to career advancement, she said, because they are more conservative about taking job risks. Women are so aware of seeming annoying in a negotiation that some won’t negotiate at all, she said.
  • The Gender Pay Gap: A Call for Evidence-Based Change Initiatives. Huffington Post  (November 16, 2015)
    “How many more reports do we need?” I asked myself as I read through the latest one documenting (again) the gap in gender parity in organizations. This particular report, “Women in the Workforce”, featured a nice visual of how women are underrepresented at every level within organizations. And, of course, at higher organizational levels women comprise an even smaller percentage of the workforce than at lower organizational levels. Sigh…. I imagine two general responses: yawns from those for whom this conversation about gender equity has become tired and stale and frustration from those companies and executives who have been trying, for years, to achieve some sustainable change. I have a suggestion–let’s approach our intervention efforts to solve the equity problem with as much rigor and skepticism as we apply to our efforts to document the problem. What I am calling for here is “evidence-based change interventions.”
  • Learning Together: From the Mouths of Our Youth. Huffington Post  (October 1, 2015)
    “Peace and love. It strikes me that we could learn from these young people. Rwanda reminded the world where divisiveness over trivial differences can take a society – straight into the horrific depths of humanity. Their certainty now about what they value comes from direct experience of the opposite. The lessons are simple. Let go of meaningless divisiveness whether based on gender, race, religion, political affiliation, or sexual orientation. As a social scientist, I realize we are good at dividing ourselves into groups from which we derive a sense of identity and meaning. Through my work at the institute, I take a hard look at the perceived differences between men and women, and how those perceptions of difference can have a real-world impact.,” by Catherine Tinsley.
  • Women in Banking: Do Female-Run Firms Outperform?BloombergBusiness (September 18, 2015)
    “However, whether a company is diverse because it’s run well or the other way around is hard to prove. And picking stocks solely on the basis of the number of women in the C-suite is “simplistic … surface-level investing” because the composition of management “doesn’t necessarily mean they’re doing good things for all women,” according Barbara Krumsiek, senior industry fellow of Georgetown University’s Women’s Leadership Institute,” by Tanaya Macheel
  • Stock Tip: Try Betting on Companies Led by Women. BloombergBusiness  (September 11, 2015)
    “That approach is “really kind of a stretch” to include in the gender-lens investing world, says Barbara Krumsiek, senior industry fellow of Georgetown University’s Women’s Leadership Institute and a former chief executive officer of Calvert. That might not matter to everyone: She&Style has earned an 18 percent return this year, with holdings including Amorepacific Corp., a maker of skin-care products, and Hanssem Co., which makes kitchen furniture,” by Laura Colby
  • No Salary Negotiations Allowed. HR Magazine (September 1, 2015) While salary negotiation bans can and do work for some companies, the number of organizations with such policies is small and likely to stay that way. In fact, talk among compensation experts often quickly moves away from all-out bans to the possibility of creating a fairer negotiation process for everyone, with clear expectations and positive outcomes for all. That requires greater transparency about pay levels and how employers make compensation decisions. By taking a slightly different approach to pay conversations, organizations have an opportunity to ensure fair and appropriate compensation for all employees,” by Joanne Sammer
  • Is It Time for a “She for He” Campaign? Huffington Post (June 26, 2015)
    “Last year UN Women created the “He for She” campaign as a way of engaging men and boys to “stand up in addressing the inequalities and discrimination faced by women and girls.” I submit that males are already deeply embedded in issues of gender inequality, although they may not immediately recognize it. When it comes to parenting, society still has pretty rigid social roles about who should be doing what–and it is constraining all of us,” by Catherine Tinsley.
  • Stop Saying Women Are Bad at Negotiating Salaries. BloombergBusiness  (June 5, 2015)
    “There’s a recent meta-analysis that just came out that looks at gender differences in negotiations … and the greatest disparities are where there’s ambiguity about whether something is negotiable or not. Just about everyone knows that salary is negotiable, so there’s going to be less of a gender difference there. What people might not think about is that other things, like bonuses, like performance appraisals and review dates might be negotiable. So if those are what’s determining your total compensation now, in the end we could see even more of a skewed distribution if you cut out salary negotiations,” by Akane Otani.
  • The trick to battling gender stereotypes. TribTalk (May 19, 2015)
    “Outrage over the recent gender sensitivity training for Austin city staffers — aimed at facilitating the transition to a female-dominated City Council — raised an important question: What’s the best way to battle gender stereotypes today? Simply rolling our eyes at the incident — and other belittling characterizations of women based on overt stereotypes — won’t help us move forward. Having researched gender stereotypes in the workplace for over a decade, we’ve found that changing the way gender is discussed is essential to making progress on equality,” by Emily Amanatullah.
  • Tupperware’s CEO on why his company is joining UN HeForShe to fight for gender equality. Fortune (May 5, 2015)
    “As part of its HeForShe activities, Tupperware has committed to conduct a comprehensive audit of the gender composition of its entire business, including the company’s board of directors and 14 factories that manufacture Tupperware Brand products. That should take about a year. Goings and his senior management will then use the results to develop an action plan for achieving 50/50 equality throughout the entire enterprise. The company also has pledged to use its grassroots networks in 80 countries around the world to raise awareness of the campaign and enlist support from men,” by Pat Wechsler.
  • The End of Mother’s Day? Huffington Post  (May 05, 2015)
    “We’ve all seen the headlines about how much money people spend on Mother’s Day — the National Retail Federation ranks it just behind the winter holidays (Christmas, Chanukah, Kwanza) in terms of gift spending. The idea of Mother’s Day is that we reward the selflessness of our mothers once a year, acknowledging how they often dedicate themselves to their family and household. Although I wholeheartedly endorse the appreciation of moms (and dads), the “give a card and gift to honor Mom once a year” mentality seems like a bit of a raw deal to me. More importantly, the traditional notion of Mother’s Day does not capture the reality of today’s mothers in many ways,” by Catherine Tinsley.
  • Research Examines Family Economics. The Hoya (April 17, 2015)
    “According to new research the majority of Americans prefer men to be the primary breadwinners in families….while not all participants agreed, the vast majority of American men and women actually preferred the man to be the primary financial supporter of a family. The results suggested a high level of gender determinism,” by Deirdre Collins.
  • How to Negotiate Non-Salary Benefits and Job Perks. Nerdwallet (April 14, 2015)
    “When you’re right out of college and have a job offer, it’s best to think about more than just the salary figure. Experts say the total compensation package is what really matters, especially for young hires who are offered entry-level pay. If an employer can’t meet your salary needs, most are willing to offer alternative benefits to sweeten the deal. Unfortunately, many young people and recent grads are leaving money and potential perks on the table,” by Anna Helhoski.
  • Why Google CFO’s choice was such a shocker. Fortune (March 23, 2015)
    “At 52 years old, Google CFO Patrick Pichette recently announced that he is retiring to spend more time with his family. Many found this surprising … Work-life balance is an issue that both men and women face, yet it is more commonly associated with females and so rarely with males. Why is this?” by Catherine Tinsley.
  • Who should bring home the bacon? Huffington Post (March 20, 2015)
    “Our study finds that while many women strive to earn as much as possible, they often still prefer their spouses to make more money. And the higher a woman’s aspirations for her own wages, the more she prefers a husband who will out-earn her. In a complementary fashion, most men prefer their wives make less than they do,” by Catherine Tinsley.
  • Women prefer their husbands to be the breadwinnersPacific Standard (January 06, 2015)
    “You may not have picked your spouse for his breadwinning capacity or her caretaking skills, but plenty of people you know probably did. That, at least, according to a new study that, using a pioneering way to measure gender-role beliefs in the United States, revealed something decidedly vintage: Women prefer their husbands to be the primary breadwinner, and men are good with that,”by Susan Ewing.
  • New American Apparel CEO Paula Schneider already under fire, Bizwomen (December 18, 2014)
    “If new American Apparel CEO Paula Schneider thought she had her work cut out for her when she took the job, yesterday put an exclamation point on it. She’s a retail-vet, with companies like Laundry by Shelli Segal and BCBG Max Azria on her resumé. Now she’s tasked with turning around the embattled retailer, and many of the soldiers she needs by her side have already publicly questioned her leadership,” by Hilary Burns.
  • Reclaiming the words that smear, The New York Times  (April 12, 2014)
    “As women increasingly take on high-profile roles in politics — the current 113th Congress boasts a record number of women, with 20 in the Senate and 82 in the House — scholars and campaign operatives say attacking sexism head-on is likely to become a more common, and effective, tactic.”, by Ashley Parker.
  • Newly created jobs go mostly to men, Los Angeles Times (July 25, 2012)
    “In recent months, women have picked up a bigger share of the new jobs than they had before, but it’s uncertain whether that trend will continue. And they have a long way to go to cut down the gender disparity in finding new jobs — a gap that has drawn notice in this presidential election year.”, by Don Lee.