A recent study by researchers at MIT, Yale, and the University of Minnesota found that women are receiving higher performance ratings than male employees but are still receiving 8.3% lower potential ratings, leading to a 14% lower likelihood of being promoted. This gender gap in promotions contributes to the overall gender pay gap, with women still earning only 82% of what men do. This can have long-term financial implications, as missing out on promotions and earning less can make it difficult for women to catch up financially in the future.
One of the reasons for this gender gap in promotions is the type of work women often end up doing in the workplace. Linda Babcock, founder of the Program for Research and Outreach on Gender Equity in Society (PROGRESS), states that women are more likely to take on “non-promotable” tasks, which do not directly contribute to the company’s strategic goals. This can result in women being overlooked for promotions compared to their male colleagues who are engaging in more “promotable” work.
Promotable work includes tasks and projects that directly impact the company’s success and bottom line, such as leading high-impact projects, building strategic partnerships, or implementing strategies that drive sales growth or reduce costs. Non-promotable work, on the other hand, refers to tasks like administrative work or customer service that are necessary for day-to-day operations but have a limited impact on long-term success. It is essential for women to recognize the difference between promotable and non-promotable work and advocate for opportunities to engage in tasks that will contribute more significantly to their career growth.
When asked to take on non-promotable work, women should consider whether it will become a recurring expectation and negotiate the opportunity to work on more promotable projects. It is crucial for women to communicate their career aspirations to their managers and set boundaries to ensure that they are focused on tasks that will have a more significant impact on their career advancement. By prioritizing promotable work and advocating for opportunities to engage in high-impact projects, women can position themselves for promotion and financial success in the long run.
Overall, understanding the difference between promotable and non-promotable work and actively seeking opportunities to engage in tasks that contribute to the company’s strategic goals can help women overcome barriers to promotion and financial success in the workplace. By setting boundaries, communicating career aspirations, and negotiating opportunities to work on high-impact projects, women can position themselves for advancement and achieve financial stability in the long term.
