Archive for the ‘Gender equality, inequality’ Category

Should you put your extracurricular activities and interests on your resume?

February 3, 2017

More than you think, they may impact your chances of getting an interview.


Interesting study reported in HBR

The study investigated whether applicants got invited to interview at highly prestigious law firms (though the findings are probably generalizable to other top-notch professional firms).

Here’s the drill:

Imagine four applicants, all of whom attend the same, selective second-tier law school.

They all have phenomenal grade point averages, are on law review, and have identical, highly relevant work experiences.

The only differences are whether they are male or female and if their extracurricular activities suggest they come from a higher-class or lower-class background.

Who gets invited to interview?

More specifically, the researchers used a technique — known as the resume audit method — randomly assigning different items to the resumes and sending applications to real employers to see how they affect the probability of being called back for a job interview.

All applicants were from 2nd tier schools (where top firms don’t typically do on campus interviewing).

All educational, academic, and work-related achievements were identical between the fictitious candidates.

To test gender effects, the applicants were first-named James or Julia.

To “signal” social status, last names were either prestigious sounding “Cabot” or more common “Clark” … and commonly used and and often required portions of resumes were varied: awards and extracurricular activities:


The experiment confirmed some expectations, but there were also surprises …


Bloomberg: There’s a gender gap in MBA pay … and, it’s a big deal!

November 4, 2015

Biennially, Bloomberg (Business Week) ranks MBA schools based, in part, on surveys of employers, current students, and alumni.

This year, they used the alumni sample to assess career progression – how well MBAs are doing (and getting paid) a few years after their b-school graduation.

The general finding: “The data shows that 6 to 8 years after graduation, the typical alum makes $169,000 … triple their pre-MBA compensation.”

That’s pretty good, right?

But, there’s a big divide.

“Within a few years of graduation, women with MBAs earn lower salaries, manage fewer people, and are less pleased with their progress than men with the same degree.”



What the heck is going on?


Nums: Millennials closing the gender pay gap … but there still is one.

December 13, 2013

Hot off the presses …

A Pew Research analysis of survey and census data concludes that that “today’s young women are the first in modern history to start their work lives at near parity with men.”

That’s good news.

Specifically, in 2012, among workers ages 25 to 34, women’s hourly earnings were 93% those of men …. that’s up from about 85% in 2000.


The bad news is that there’s still a 7% gap.

And, that’s despite the fact that “women in the younger age cohort were significantly more likely than their male counterparts to have completed a bachelor’s degree — 38% versus 31% in 2013.”


At least the trend is right.

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Study says gender pay gap really is an issue …

November 1, 2012

Punch line:Women are attending college at higher rates than men, graduating in greater numbers and earning higher grades. Yet one year after graduation, women were making only 82 percent of what their male colleagues were paid.

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Excerpted from The Washington Post’s, “One year out of college, women already paid less than men, report finds”

Equal Pay - Photo Illustration by 731

Nearly every occupation has long paid men more than women, despite laws aimed at narrowing and dissolving the differences.

Even when men and women had the same majors, there were often gaps in pay.

But much of the overall gap — the 18-percentage-point disparity — could be explained by career choices; men are more likely to enter high-paying fields such as engineering and computer science.

The researchers controlled for that, along with other variables, but an “unexplained” 6.6-percentage-point gap remained.

The researchers put forward suggestions for reducing the pay gap, including encouraging women to pursue careers in higher-paying fields and to negotiate higher pay.

“A problem as long-standing and widespread as the pay gap, however, cannot be solved by the actions of individual women alone,” the researchers wrote.

“Employers and the government have important roles to play. The pay gap has been part of the workplace so long that it has become simply normal.”

Edit by JDC

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