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Hannah Riley Bowles, a senior lecturer at Harvard’s Kennedy School of Government and the director of the Women and Power program, has been studying gender effects on negotiation through laboratory studies, case studies, and extensive interviews with executives and employees in diverse fields.
“The institution has decided to withdraw its offer of employment to you,” the terse reply concluded.
“We wish you the best in finding a suitable position.” What had W done wrong?
They don’t ask for the same compensation and benefits as men, so they can’t rightly be expected to receive them.
But is it really the case that the disadvantage stems from not asking?
“I just thought there was no harm in asking.” (It’s entirely possible that there were factors at play not covered in the leaked correspondence—a Nazareth representative told me that the college was unable to comment on a personnel issue.) In a survey of graduating professional students, Linda Babcock, of Carnegie Mellon University, found that only seven per cent of women attempted to negotiate their initial offers, while fifty-seven per cent of the men did so.
We see those dire statistics and think that women are, in a sense, self-sabotaging.
Perhaps nothing, at least according to the advice to “lean in” that women have become accustomed to hearing.
“I know that some of these might be easier to grant than others,” she acknowledged in her e-mail.“Let me know what you think.” Nazareth didn’t hesitate to do just that: W wrote that the college promptly let her know that she was no longer welcome.This spring, an aspiring professor—W, as she’s chosen to call herself in a blog post about the experience—attempted to negotiate her tenure-track job offer with the Nazareth College philosophy department.She wanted a slightly higher salary than the starting offer, paid maternity leave for one semester, a pre-tenure sabbatical, a cap on the number of new classes that she would teach each semester, and a deferred starting date.
Sheryl Sandberg, the author of “Lean In” and the chief operating officer of Facebook, acknowledges the difficulties of negotiation, but nonetheless urges women to push forward (“I negotiated hard,” she writes) and to do what they would do if they weren’t afraid.But, had W spoken to psychologists who study the role of gender in negotiation alongside more popularly rendered edicts from women at the top of their fields, she might have been less surprised at the outcome.