Carter, N. M. & Silva, C.
New York: Catalyst
Area of focus: 

This study of male and female MBA-qualified professionals evaluates the truth behind the conventional wisdom of actions and strategies necessary to become an "ideal worker" and attain promotion. Nine strategies for advancement were identified. Based on whether the strategies were aimed at promotion within the organisation, at another workplace, or both, or neither, respondents were classified into strategy profiles of "Climbers", "Scanners", "Hedgers" and "Coasters". The results found that male hedgers were twice as likely to attain roles in the senior executive than female hedgers, and that there was no difference in the success of women based in different strategy profiles. The only quantifiably successful strategies for women were "making their achievements visible", and "coming into contact with powerful others".

Men were likely to receive higher compensation for switching to jobs at other companies, whereas women were likely to receive less, lending support to the hypothesis that men are judged on their potential and women on their proven achievements. Little evidence was found to support the theory that women's lack of promotion and salary increase was due to not asking, as statistics for this were largely similar between the two genders.