Damned If She Does, Damned If She Doesn't: Rethinking the Rules of the Game That Keep Women from Succeeding in Business
Married couple and management consultants, Cronin and Fine tackle the persistent gap in workplace equality and payment parity between the sexes. After witnessing how much more quickly Fine advanced in his career-despite their near-identical education and work performance-and observing the difficulties that their daughter was facing in her job search, the couple took a long look at the factors holding women down. The book breaks down the corporate culture mantras (e.g., find mentors, be prudent in challenging the power structure) and the hidden impediments they pose for women. Despite major gains for women elsewhere in society, little has changed for women in corporate America; sexism is insidious rather than overt, and in dealing with men in the workplace, women are still presented with two options: fight them or become them. But becoming them can backfire, as Cronin and Fine demonstrate through stories of women struggling to break into corporate culture and bond with co-workers. This intelligent and substantive work is a must-read for all businesspeople-and will make an excellent graduation gift for young women entering the workforce.-Publishers WeeklyForty-five years after Betty Friedan's The Feminine Mystique, women have yet to achieve parity with men in the workplace. Men continue to make more money than women, and women's representation in the higher management ranks continues to lag behind men's.Damned if She Does, Damned if She Doesn't asserts that certain respected rules of business actually work against gender equality. The rules inadvertently create paradoxes that put women in no-win situations, limiting their opportunity to succeed relative to men. Written by a woman and a man who have lived in the trenches of the corporate battlefield, this perceptive analysis exposes five of these paradoxes and concludes with a new model for business, which the authors call a coed corporation.The tacit rules of corporate culture that create these parity paradoxes are:- Be a team player: While women rarely receive recognition comparable to men, if a woman seeks recognition for herself, she is seen as not being a team player.- Attract mentors and advocates: Talented women who work hard often don't attract the respected mentors or win influential, loyal advocates to the same degree as men.- Show commitment to the job: A woman fully dedicated to her career is often perceived as lacking a personal life. Conversely, a woman with a fulfilling personal life is dismissed as not seriously committed to her career.- Bond with coworkers: A woman who tries to bond with her male peers is seldom successful and tends to alienate both men and women.- Recognize your role in the system: If women accept their role, nothing changes; if they challenge it, they are stigmatized and their careers are limited.With the insights that these two seasoned consultants provide, changes can be made that will finally achieve true gender parity in the workplace.Lynn Cronin (New York, NY) is a veteran consultant for many Fortune 500 companies who has also held numerous high-level corporate positions, including vice president of management development with Sony Music Entertainment Co., consultant and account manager for Watson Wyatt Worldwide (a global human resources consulting firm), and partner with Hewitt Associates (the leading global human resources consultancy). Howard Fine (New York, NY) has a wealth of high-level managerial experience, including Senior Managing Director of the Human Capital Management Solutions division of Affiliated Computer Services, Inc. (ACS), Executive Managing Director of Buck Consultants, Managing Director at Watson Wyatt Worldwide, and partner with Hewitt Associates.
What people are saying - Write a review
We haven't found any reviews in the usual places.
Still Stuck on an Unlevel Playing Field
Solving the Wrong Problem
Caught on a Male Proving Ground
Paradox 1 The Team Player
Paradox 2 Mentors and Advocates
advocacy American Anna Wintour behaviors boss Bureau of Labor business world businesswomen Catalyst Census of Women challenge the power client coed company commitment company’s competitive corporate America corporate culture corporate world disparity diversity training doesn’t earned employee’s environment equal experience feel Fortune 500 gender equity gender inequity gender parity gender roles glass ceiling Howard human resources individual issues Labor Statistics Lynn Lynn’s major male co-workers male peers male proving ground man’s world masculinity Maureen men’s ment mentee mentors and advocates Michael Kimmel ness opposite sex organization parity paradoxes pay gap percent position power structure problem promote protocols rarely relationships rules seen senior employees sexual single-sex Single-sex education success Susan Faludi system of business talent team play team player tend tion Title IX today’s Top Earners values what’s woman Women Corporate Officers women in business workplace York young