{"id":38006,"date":"2014-11-19t05:00:41","date_gmt":"2014-11-19t10:00:41","guid":{"rendered":"https:\/\/48e130086c.nxcli.net\/?p=38006"},"modified":"2015-10-23t02:53:06","modified_gmt":"2015-10-23t06:53:06","slug":"double-binds","status":"publish","type":"post","link":"\/\/www.g005e.com\/2014\/11\/19\/double-binds\/","title":{"rendered":"different standards, double binds challenge women"},"content":{"rendered":"

\"businessman<\/a>women are judged on their performance, men on their potential. <\/i><\/strong><\/p>\n

by ida o. abbott<\/i>
\nsponsoring women: what men need to know<\/i><\/a><\/p>\n

common patterns of gender bias include holding women to higher standards than men and expressing contradictory expectations (\u201cdouble binds\u201d) for women.<\/p>\n

more on sponsoring women for leadership: <\/b>5 ways gender bias plays out at cpa firms<\/a> | 3 reasons why men don\u2019t pick women prot\u00e9g\u00e9es<\/a> | men advance 2 to 1 over women without sponsors<\/a> | 18 ways sponsors can help their protegees<\/a> | the 6 market advantages of women-led firms<\/a> | beyond mentoring: why sponsoring women for leadership matters<\/a><\/p>\n

different standards: <\/strong>people expect more of women than of men and they hold women to higher standards. this sets the bar higher for women who aspire to leadership and makes it more difficult for them to prove their value to the organization, even though research shows that women outperform men in 17 of 67 critical leadership skills, while men outperform women in only four. read more →<\/a><\/p>\n