Institutional gender bias does exist and works both ways, some favouring men, and some favouring women.
An excerpt from the BPW article on this survey was
"Bloomberg reports the study found that women asked for pay increases and promotions at the same rate as men, and there was no difference between their success rates in these situations. However, financial corporations offered men promotions they didn’t ask for more often than such offers were made to women."
From this, there obviously is no bias if both genders were to ask for salary increases or promotions, as both acheived the same success rates.
However the parameters of the survey are very vague, they did not say how competent the male and female professionals were in terms of capabilities and current positions.
Statistically, from surveys conducted by the OECD, it has been shown time and time again that men are significantly better at problem solving than women. And in a sector like the finance industry, they need able bodied people with excellent problem solving skills, and that is what leads them to offering men promotions to take on more responsibility.
Many women are also unable to take on higher promotions due to their maternal duties. Seeing as most women start a family by the time they are 30, it is without a doubt that they would have to bear the responsibility of child-rearing, which is part of the roles that women have.
Therefore, this survey does NOT convey explicit gender bias, but rather it accurately depicts the fact that financial institutions tend to favour the gender which statistically fares better in problem solving, which is a critical factor in the finance industry.
Institutional gender bias does exist and works both ways, some favouring men, and some favouring women.
An excerpt from the BPW article on this survey was
"Bloomberg reports the study found that women asked for pay increases and promotions at the same rate as men, and there was no difference between their success rates in these situations. However, financial corporations offered men promotions they didn’t ask for more often than such offers were made to women."
From this, there obviously is no bias if both genders were to ask for salary increases or promotions, as both acheived the same success rates.
However the parameters of the survey are very vague, they did not say how competent the male and female professionals were in terms of capabilities and current positions.
Statistically, from surveys conducted by the OECD, it has been shown time and time again that men are significantly better at problem solving than women. And in a sector like the finance industry, they need able bodied people with excellent problem solving skills, and that is what leads them to offering men promotions to take on more responsibility.
Many women are also unable to take on higher promotions due to their maternal duties. Seeing as most women start a family by the time they are 30, it is without a doubt that they would have to bear the responsibility of child-rearing, which is part of the roles that women have.
Therefore, this survey does NOT convey explicit gender bias, but rather it accurately depicts the fact that financial institutions tend to favour the gender which statistically fares better in problem solving, which is a critical factor in the finance industry.