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Why Men Win at Work: …and How We Can Make Inequality History
Why are men still winning at work?
If women have equal leadership ability, why are they so under-represented at the top in business and society?
Why are we still living in a man's world? And why do we accept it?
In this provocative book, Gill Whitty-Collins looks beyond the facts and figures on gender bias and uncovers the invisible discrimination that continues to sabotage us in the workplace and limits our shared success. Addressing both men and women and pulling no punches, she sets out the psychology of gender diversity from the perspective of real personal experience and shares her powerful insights on how to tackle the gender equality issue.
'This book tells the inconvenient truth about the gender inequality issue, providing some real deep insights into what truly gets in the way of driving diversity - even in companies that are trying to do the right thing. It may be uncomfortable reading for some but crucial for driving the needed change to create a long-term advantage.' - Paul Polman, Founder & Chair, Imagine and Ex CEO, Unilever
If women have equal leadership ability, why are they so under-represented at the top in business and society?
Why are we still living in a man's world? And why do we accept it?
In this provocative book, Gill Whitty-Collins looks beyond the facts and figures on gender bias and uncovers the invisible discrimination that continues to sabotage us in the workplace and limits our shared success. Addressing both men and women and pulling no punches, she sets out the psychology of gender diversity from the perspective of real personal experience and shares her powerful insights on how to tackle the gender equality issue.
'This book tells the inconvenient truth about the gender inequality issue, providing some real deep insights into what truly gets in the way of driving diversity - even in companies that are trying to do the right thing. It may be uncomfortable reading for some but crucial for driving the needed change to create a long-term advantage.' - Paul Polman, Founder & Chair, Imagine and Ex CEO, Unilever
267 pages, Kindle Edition
Published August 1, 2020
28 people are currently reading
315 people want to read
About the author
Gill Whitty-Collins
3 books8 followersGill Whitty-Collins is the author of 'Why Men Win At Work' and a keynote speaker, Board Member, Consultant & Coach. She was born near Liverpool in 1970, the youngest of three sisters. After attending the local comprehensive high school, she went on to study at Cambridge University. Upon graduating, she joined Procter & Gamble, where she led global brands such as Olay, Always & Pantene and swiftly moved up the ladder to Marketing Director, General Manager and finally Senior Vice President. Her story and vision will inspire you to join the force to make gender inequality history.
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Displaying 1 - 15 of 15 reviews
August 7, 2020
I highly recommend "Why Men Win at Work" by Gill Whitty-Collins. It's a thought-provoking and compelling read for men and women on a vital topic.
Gender balance is much-discussed and written about, and Gill Whitty-Collins' conversational and personal (often humorous) style brings new insight and powerful perspective to the debate. It’s hilarious but confronting that when a group of men and women were asked if anyone had expertise in breast-feeding, only a man (and none of the women) raised his hand - based on having watched his wife do it!
I love that this book does more than just add to the discussion: at a time when only 7% of the top ftse 100 companies are female and, disgracefully, none are black women, Gill Whitty-Collins unapologetically demands that we act. And she shows us how, with comprehensive to do lists at the end - for parents, employers, managers, media-makers, women – which suggest helpful interventions we can make to drive equality and diversity in our world. Having read this book, I will no longer look at feminism the same way and I am going to do my bit to make the world a better and more equal place for the next generation of men and women.
Gender balance is much-discussed and written about, and Gill Whitty-Collins' conversational and personal (often humorous) style brings new insight and powerful perspective to the debate. It’s hilarious but confronting that when a group of men and women were asked if anyone had expertise in breast-feeding, only a man (and none of the women) raised his hand - based on having watched his wife do it!
I love that this book does more than just add to the discussion: at a time when only 7% of the top ftse 100 companies are female and, disgracefully, none are black women, Gill Whitty-Collins unapologetically demands that we act. And she shows us how, with comprehensive to do lists at the end - for parents, employers, managers, media-makers, women – which suggest helpful interventions we can make to drive equality and diversity in our world. Having read this book, I will no longer look at feminism the same way and I am going to do my bit to make the world a better and more equal place for the next generation of men and women.
August 18, 2020
Whitty-Collins sets out the hard-hitting truth about how gender equality really works in the corporate world. Unlike many books I have read on this subject, it is immensely readable and written from the perspective of a gender equality covert. The irony is that Gill was hugely successful in the corporate world and yet still felt compelled to write this book! You can feel her fury but it isn’t directed at the male species – far from it. The author is empathetic to the fact that this is a tricky and complex area – it’s not easy to fix but she does not shy away from hard-hitting recommendations and the need for urgent action. Read this and I defy you to look at the issues passively again.
August 10, 2020
This is an easy to read, eye opening book for anyone working in a corporate. Gill clearly lays out the stats that show that women are being discriminated against in business. She then reveals many of the underlying reasons why as well as some of the techniques that men unwittingly use to get ahead. She then gives women, men and society as a whole top tips on how to create a more gender neutral working environment. A must read for anyone who suspects that there is gender bias, or is unaware that it still exists.
April 3, 2021
Takeaways:
Gender discrimination is an invisible workplace condition.
World organizations point to gender discrimination in business, politics and the arts.
Fear of feminism derails the push toward equality.
Gender bias involves more than overt actions.
Feminists do not hate men.
The #MeToo movement has given a convenient pass to some men.
Gender equality is a win-win opportunity for men and women.
The facts dispute the myth of a gender “competence gap.”
Skewed perceptions and assumptions lead to gender bias.
Summary:
Men often remain unaware of their male privileges an unconscious biases.
Men occupy 90% of leadership positions.
Due to covid, many women have retreated from the workforce to meet the increased household and childcare demands.
Even before covid Men handled more than 80% of domestic chores including childcare.
Workplace equity is a pressing issue. Their progress has been slow. Women around the world experience more violent discrimination e.g. genital mutilation, etc.
Fear of feminism derails the push toward equality.
During her corporate career, the author felt frustrated about “feminist phobia” – a fear of feminism – and denials of gender bias from men and women. Women who “fiercely resist” the feminist label help derail the push for equality.
“Many women do struggle with being seen as a feminist because of the negative associations that have been wrongly attached to feminism over time. The baggage has done the gender equality cause no favors.”
Many professional women shun being called feminists because they fear male disapproval, especially from men who hold hire-and-fire power over them. Such fears reflect reality.
- A 2016 study found that women who engaged in workplace diversity initiatives received lower performance ratings. Even women with a high profile on the global stage dealt with scorn when discussing gender bias. The Australian media accused Prime Minister Julia Gillard of “playing the gender card” when she discussed gender diversity. Worldwide, other women – elected officials and business leaders – report being treated unfairly compared to their male peers.
Whitty-Collins personally experienced this kind of backlash when she tried to lead a diversity training session for corporate managers in Europe. The gathering included men and women, but she was the only one among the woman present who spoke up about gender bias at work. She realized the other women feared that her comments about gender bias would reflect negatively on them. She understood those fears, recalling a male corporate leader who once told her, “tone it down on the woman stuff.” He’d said her discussions about gender inequality made her appear “weak and self-serving.”
Gender bias involves more than overt actions.
Discrimination extends beyond obvious examples of bias or harassment. Subtle discrimination is often in play, for example, during corporate meetings. Those gatherings tend to provide a stage for males to showcase their public performance skills, confidence and competence. Men understand that meetings give them the opportunity to score major points with senior managers.
“If you are lucky enough to be one of the rare women who have a positive personal story as a woman in the workplace, please don’t negate the experience of those women who do not and who have lived through or are living with gender diversity issues. Please be aware, listen and learn.”
If you are a woman who doubts the existence of gender bias, consider the following questions. If you answer yes to any of them, you’ve lived inequity in action:
Have you missed the opportunity to share your thoughts at meetings because male colleagues held court without relenting?
When you get a chance to speak, do you rush through your comments in fear of inevitable interruptions from male co-workers?
Have your ideas encountered silence or blank stares?
Have you heard applause when a male colleague offers and takes credit for your ideas later in the same meeting?
Have you ever lost a promotion or opportunity to an under-qualified male counterpart?
Feminists do not hate men.
Several misconceptions surround the concept of feminism and contribute to feminist phobia. The plain truth: Feminism is an expression of equality, nothing more or less.
“Feminism is purely and simply about believing is equality: I am a feminist, but I am not, have never been and never will be a man-hater.”
A nuanced approach toward sexism, discrimination and male behavior is important. At the far end of the male spectrum, a small ratio of extremely “bad men” exists, including rapists, misogynists and abusers. At the other end of the spectrum are enlightened men, “femanists,” who actively support gender equality. These advocates also represent a small percentage of men. Most men make up the remainder (more than 90%) who are neither blatant sexists nor women-haters. In the workplace and in society at large, the majority of men typically act with “good intentions.” Unfortunately, despite that, most men unknowingly uphold gender discrimination and unconsciously promote bias. Their bias remains unconscious because most gender-based barriers are invisible, and most men remain unaware of the subtle biases women face.
The #MeToo movement has given a convenient pass to some men.
The #MeToo movement placed a valuable spotlight on sexual harassment, rape and abuse. Equally important, it provided a safe place for survivors to share their stories.
“The majority of men are unwittingly stopping women from becoming leaders.
But #MeToo focuses on the small minority of men who commit abhorrent or flagrant acts of violence and abuse. Most men – in comparison to those who commit criminal acts – tend to feel complacent and unaware of the subtler forms of gender bias.Ordinary but unconscious bias is rampant:
Nearly 75% of male corporate directors think gender diversity gets too much attention.
On a global basis, almost 50% of men believe that the workplace offers a “level playing field for men and women.” Only 31% of women agree.
More than 65% of men say that with time, companies and corporate boards will develop diversity naturally.
Women around the world earn far less money than their male peers.
Gender equality is a win-win opportunity for men and women.
Men and women benefit from gender equality at home and at work, according to Dr. Michael Kimmel, “the world’s biggest male feminist.” His research finds that when men pitch in with child care and housework, everyone in the home – kids and both spouses – is happier and healthier.
“The easy assumption is that if women win, men lose...there is a very strong data-based case to show that this isn’t true, and that gender equality is a good thing for everyone.”
Beyond the home, other research points to a variety of dividends from gender equality. Providing women with top-tier paid family leave and health insurance could boost the US gross domestic product (GDP) by 35%, according to data from the Women’s World Index. Other research points indicate that companies with higher levels of diversity post dramatic financial gains in profits, revenues and market performance around the globe. According to a 2009 report in USA Today, Fortune 500 companies with female CEOs posted a 50% gain, compared with an average gain of 25% across the Fortune 500.
The facts dispute the myth of a gender “competence gap.”
Debates about gender inequality often encounter a key question: Do men reach higher levels of professional achievement because they possess greater intelligence or superior competencies? Studies indicate that there is “no competence or intelligence gap” between the two genders, yet women lag behind men in promotions, salaries and high-ranking positions at most organizations. Consider:
Women represent more than 50% of university students around the globe, including students at Harvard and other Ivy League schools.
McKinsey reports that the 89 companies in Europe with the highest concentration of women in leadership outperformed the average financial gains for the Stoxx Europe 600.
Skewed perceptions and assumptions lead to gender bias.
If women and men have comparable skill sets and abilities, why don’t leadership posts distribute equally between men and women? The answer is brutal and straightforward: Men win the corporate game because those with the decision-making power assume and believe that men are superior to women.
“Men win at work because the people who promote them believe that they are better than the women. Men get most of the best jobs and hold a higher share of leadership positions because they are promoted more frequently than women.”
The so-called merit-based system is actually a “myth of meritocracy.” White male executives often operate within the invisible boundaries of a “mini-me syndrome,” which leads them to hire, provide mentoring to and promote workplace clones. Unaware of this psychological bias, a male leader assumes he is selecting the best individual for a given position – and that candidate just happens to be another man. The circle of inequality continues when newly hired or promoted candidates experience a subsequent boost in confidence, which in turn enhances their workplace performance and reputation. This cycle of cloning and exclusion limits racial and gender diversity in corporations and institutions. Leaders can provide solutions. For instance, corporate managers should share their time equally with their male and female team members. Senior executives should avoid rewarding con men or imposters who fail to deliver stellar results but who excel at presentations, meetings and networking.
Parenting and upbringing play a key role in the success of women in top-tier positions. Doreen Bogdan-Martin, a trade union leader and business executive, gives her parents credit for stressing the importance of equality. Tamara Ingram, CEO of J. Walter Thompson, learned the value of financial independence as a child. A challenging childhood in the Australian outback helped Robyn Johnstone, Group CEO of the Education Placement Group, develop strength and resilience. Her participation in sports gave her a competitive edge in the business world – a sentiment other elite female leaders echo. Other strategies for success include:
Self-knowledge – Successful women develop a keen awareness of their strengths, inner voice and talents.
Strength and resolve – Operating with a backbone of steel, high achievers refuse “to be beaten, not even by bullies.” They champion other women and serve as their mentors.
Interpersonal skills and diplomacy – Successful women develop strategies for “managing their male colleagues and bosses.”
Thorough preparation – “Being prepared or even overprepared” is a crucial edge.
A supportive domestic partner – Most top female executives have supportive partners who handle at least 50% of household chores and a good portion of child care duties.
Gender discrimination is an invisible workplace condition.
World organizations point to gender discrimination in business, politics and the arts.
Fear of feminism derails the push toward equality.
Gender bias involves more than overt actions.
Feminists do not hate men.
The #MeToo movement has given a convenient pass to some men.
Gender equality is a win-win opportunity for men and women.
The facts dispute the myth of a gender “competence gap.”
Skewed perceptions and assumptions lead to gender bias.
Summary:
Men often remain unaware of their male privileges an unconscious biases.
Men occupy 90% of leadership positions.
Due to covid, many women have retreated from the workforce to meet the increased household and childcare demands.
Even before covid Men handled more than 80% of domestic chores including childcare.
Workplace equity is a pressing issue. Their progress has been slow. Women around the world experience more violent discrimination e.g. genital mutilation, etc.
Fear of feminism derails the push toward equality.
During her corporate career, the author felt frustrated about “feminist phobia” – a fear of feminism – and denials of gender bias from men and women. Women who “fiercely resist” the feminist label help derail the push for equality.
“Many women do struggle with being seen as a feminist because of the negative associations that have been wrongly attached to feminism over time. The baggage has done the gender equality cause no favors.”
Many professional women shun being called feminists because they fear male disapproval, especially from men who hold hire-and-fire power over them. Such fears reflect reality.
- A 2016 study found that women who engaged in workplace diversity initiatives received lower performance ratings. Even women with a high profile on the global stage dealt with scorn when discussing gender bias. The Australian media accused Prime Minister Julia Gillard of “playing the gender card” when she discussed gender diversity. Worldwide, other women – elected officials and business leaders – report being treated unfairly compared to their male peers.
Whitty-Collins personally experienced this kind of backlash when she tried to lead a diversity training session for corporate managers in Europe. The gathering included men and women, but she was the only one among the woman present who spoke up about gender bias at work. She realized the other women feared that her comments about gender bias would reflect negatively on them. She understood those fears, recalling a male corporate leader who once told her, “tone it down on the woman stuff.” He’d said her discussions about gender inequality made her appear “weak and self-serving.”
Gender bias involves more than overt actions.
Discrimination extends beyond obvious examples of bias or harassment. Subtle discrimination is often in play, for example, during corporate meetings. Those gatherings tend to provide a stage for males to showcase their public performance skills, confidence and competence. Men understand that meetings give them the opportunity to score major points with senior managers.
“If you are lucky enough to be one of the rare women who have a positive personal story as a woman in the workplace, please don’t negate the experience of those women who do not and who have lived through or are living with gender diversity issues. Please be aware, listen and learn.”
If you are a woman who doubts the existence of gender bias, consider the following questions. If you answer yes to any of them, you’ve lived inequity in action:
Have you missed the opportunity to share your thoughts at meetings because male colleagues held court without relenting?
When you get a chance to speak, do you rush through your comments in fear of inevitable interruptions from male co-workers?
Have your ideas encountered silence or blank stares?
Have you heard applause when a male colleague offers and takes credit for your ideas later in the same meeting?
Have you ever lost a promotion or opportunity to an under-qualified male counterpart?
Feminists do not hate men.
Several misconceptions surround the concept of feminism and contribute to feminist phobia. The plain truth: Feminism is an expression of equality, nothing more or less.
“Feminism is purely and simply about believing is equality: I am a feminist, but I am not, have never been and never will be a man-hater.”
A nuanced approach toward sexism, discrimination and male behavior is important. At the far end of the male spectrum, a small ratio of extremely “bad men” exists, including rapists, misogynists and abusers. At the other end of the spectrum are enlightened men, “femanists,” who actively support gender equality. These advocates also represent a small percentage of men. Most men make up the remainder (more than 90%) who are neither blatant sexists nor women-haters. In the workplace and in society at large, the majority of men typically act with “good intentions.” Unfortunately, despite that, most men unknowingly uphold gender discrimination and unconsciously promote bias. Their bias remains unconscious because most gender-based barriers are invisible, and most men remain unaware of the subtle biases women face.
The #MeToo movement has given a convenient pass to some men.
The #MeToo movement placed a valuable spotlight on sexual harassment, rape and abuse. Equally important, it provided a safe place for survivors to share their stories.
“The majority of men are unwittingly stopping women from becoming leaders.
But #MeToo focuses on the small minority of men who commit abhorrent or flagrant acts of violence and abuse. Most men – in comparison to those who commit criminal acts – tend to feel complacent and unaware of the subtler forms of gender bias.Ordinary but unconscious bias is rampant:
Nearly 75% of male corporate directors think gender diversity gets too much attention.
On a global basis, almost 50% of men believe that the workplace offers a “level playing field for men and women.” Only 31% of women agree.
More than 65% of men say that with time, companies and corporate boards will develop diversity naturally.
Women around the world earn far less money than their male peers.
Gender equality is a win-win opportunity for men and women.
Men and women benefit from gender equality at home and at work, according to Dr. Michael Kimmel, “the world’s biggest male feminist.” His research finds that when men pitch in with child care and housework, everyone in the home – kids and both spouses – is happier and healthier.
“The easy assumption is that if women win, men lose...there is a very strong data-based case to show that this isn’t true, and that gender equality is a good thing for everyone.”
Beyond the home, other research points to a variety of dividends from gender equality. Providing women with top-tier paid family leave and health insurance could boost the US gross domestic product (GDP) by 35%, according to data from the Women’s World Index. Other research points indicate that companies with higher levels of diversity post dramatic financial gains in profits, revenues and market performance around the globe. According to a 2009 report in USA Today, Fortune 500 companies with female CEOs posted a 50% gain, compared with an average gain of 25% across the Fortune 500.
The facts dispute the myth of a gender “competence gap.”
Debates about gender inequality often encounter a key question: Do men reach higher levels of professional achievement because they possess greater intelligence or superior competencies? Studies indicate that there is “no competence or intelligence gap” between the two genders, yet women lag behind men in promotions, salaries and high-ranking positions at most organizations. Consider:
Women represent more than 50% of university students around the globe, including students at Harvard and other Ivy League schools.
McKinsey reports that the 89 companies in Europe with the highest concentration of women in leadership outperformed the average financial gains for the Stoxx Europe 600.
Skewed perceptions and assumptions lead to gender bias.
If women and men have comparable skill sets and abilities, why don’t leadership posts distribute equally between men and women? The answer is brutal and straightforward: Men win the corporate game because those with the decision-making power assume and believe that men are superior to women.
“Men win at work because the people who promote them believe that they are better than the women. Men get most of the best jobs and hold a higher share of leadership positions because they are promoted more frequently than women.”
The so-called merit-based system is actually a “myth of meritocracy.” White male executives often operate within the invisible boundaries of a “mini-me syndrome,” which leads them to hire, provide mentoring to and promote workplace clones. Unaware of this psychological bias, a male leader assumes he is selecting the best individual for a given position – and that candidate just happens to be another man. The circle of inequality continues when newly hired or promoted candidates experience a subsequent boost in confidence, which in turn enhances their workplace performance and reputation. This cycle of cloning and exclusion limits racial and gender diversity in corporations and institutions. Leaders can provide solutions. For instance, corporate managers should share their time equally with their male and female team members. Senior executives should avoid rewarding con men or imposters who fail to deliver stellar results but who excel at presentations, meetings and networking.
Parenting and upbringing play a key role in the success of women in top-tier positions. Doreen Bogdan-Martin, a trade union leader and business executive, gives her parents credit for stressing the importance of equality. Tamara Ingram, CEO of J. Walter Thompson, learned the value of financial independence as a child. A challenging childhood in the Australian outback helped Robyn Johnstone, Group CEO of the Education Placement Group, develop strength and resilience. Her participation in sports gave her a competitive edge in the business world – a sentiment other elite female leaders echo. Other strategies for success include:
Self-knowledge – Successful women develop a keen awareness of their strengths, inner voice and talents.
Strength and resolve – Operating with a backbone of steel, high achievers refuse “to be beaten, not even by bullies.” They champion other women and serve as their mentors.
Interpersonal skills and diplomacy – Successful women develop strategies for “managing their male colleagues and bosses.”
Thorough preparation – “Being prepared or even overprepared” is a crucial edge.
A supportive domestic partner – Most top female executives have supportive partners who handle at least 50% of household chores and a good portion of child care duties.
This entire review has been hidden because of spoilers.
Read
November 23, 2020If you still have time this year to read one book and improve the world as a result, go for #WhyMenWinAtWork by Gill Whitty-Collins.
It has all - history, statistics, analysis, facts, cultural aspects and to do list for addressing deeply routed problems in our society.
Providing this year I am working on improving my communication skills, the book was full of great tips I have noted for myself.
"If you see a women typing away at her laptop instead of participating passionately in the discussion, it is more likely not that she has nothing to contribute but that she has tried to be heard, failed to be heard, got bored of listening to all the men on their soapboxes and decided on much better use of her time."
It has all - history, statistics, analysis, facts, cultural aspects and to do list for addressing deeply routed problems in our society.
Providing this year I am working on improving my communication skills, the book was full of great tips I have noted for myself.
"If you see a women typing away at her laptop instead of participating passionately in the discussion, it is more likely not that she has nothing to contribute but that she has tried to be heard, failed to be heard, got bored of listening to all the men on their soapboxes and decided on much better use of her time."
July 21, 2021
This book was unfiltered, factual and driven. The following content tackled the inequalities women face every single day and in every single aspect of their lives, especially at work. The chapters truly defined the meaning of feminist phobia while serving as an adviser itself. As far as I can see, the author didn't make a "feel-good self-help book" She made an advocacy for all the women out there.
Moral of the story: Men don't win at work...
Moral of the story: Men don't win at work...
This entire review has been hidden because of spoilers.
November 27, 2021
This collection of biased and opinionated anecdotes would be great for an after dinner speech. Whitty-Collins says it's not a meritocracy and that's very clear from the fact Luath Press paid her for this book. Someone who was educated, well researched, and not an apologist for every issue she rightly points out could have done a much better job. Would not recommend, at all.
August 7, 2022
Lots of the ideas in this book rang true to me. A book that could serve as a blue print to companies to reduce the gender inequalities. Also like the fact that Gil writes in an inclusive non gender polarising manner. We all stand to gain from a more inclusive work culture.
January 25, 2023
This was hugely helpful in pointing out facts, trends and influences that impact women's ability to excel at work the way men do. I made a lot of notes and had practical take aways for myself and my team at work.
October 31, 2020
An excellent book - well worth men and women in the workplace reading this. It shows how easy it would be to make a meaningful difference.
May 6, 2021
Lots of interesting points though there is a lot with which I don't agree. Stimulating read with a very laudible aim.
November 28, 2021
Very well written and structured book. Really enjoyed reading.
January 9, 2022
I absolutely devoured this book. So well written, and so poignant. A book for all genders to read, stand up and take action. I am recommending to all of my friends & colleagues.
March 16, 2023
Everyone should read this book
May 8, 2024
IJzersterk. Een must read voor iedereen.
Displaying 1 - 15 of 15 reviews