b'OPPORTUNITIES FOR ADVANCEMENT: MANAGEMENT DEPARTMENTGENDER BIAS IN THE WORKPLACE ADVISORY BOARDGender-basedassumptionsandstereotypesthe diversity issue. Furthermore, the women influence a wide array of social behavior. Theseappointed to these roles understand the oppor-stereotypes are so prevalent we often dont realizetunities for advancement and leadership positions their impact. Gender bias, and other biases, influ- continue to be limited, so they may fiercely protectJASON GALLOWAY 04ences nearly every decision we make, resulting intheir vaulted positionswhile blocking opportuni- Board Chairperson numerous obstacles for women in the workplace.ties for others. Women of different racial or ethnicPartner, KPMG LLP,These barriers often limit women from participatingbackgrounds face even greater obstacles becauseSt. Louis, MOin certain occupations and reduce the number ofof these and other biases. Jason is currently a managing director for KPMGs women who rise to the top.Gender biases are especially harmful for womenCustomer Advisory practice and serves as the U.S. A healthcare provider in a female-dominated clinicwho have children. While men with families are typi- Marketing Transformation consulting leader as well Joel Andrus that serves primarily female patients recently sharedcally viewed in a more positive light, women withas the U.S. Customer Advisory leader for Healthcare. with me that although her clinic focuses on womensfamilies are seen as less committed to their careers. health and promotes female well-being, there areThis often leads to women exiting their careers or Biases notno female managers or leaders in her organization.leadership tracks after having children, as well as only impactAnother woman, an engineer, shared that she hascreating feelings that women cant be both goodZACH KIM SABIHDOUG JANELL more qualifications than any of her supervisors, yetmothers and good professionals. Women withBEATTIEHAMACHER 09JAVED 09PROPECK 85SOUCIE-PITTMAN 98the way othersisnt treated as an equal. Other women Ive inter- working partners are also much more likely to putSales Director, MapboxNidec Motor Corp.Global Mgt Support,Transcendent AdvisorVP, Mktg/Comm.see women inviewed felt they needed to mimic male behaviortheir career goals on the back burner because ofSt. Louis, MO St. Louis, MO Bayer NetworksMercy Health and dress to fit in with their male colleagues asfamily demands.Creve Coeur, MO Overland Park, KS Networkthe workplace,failure to do so could result in their colleaguesJENNIFERJOE Des Moines, IABiases not only impact the way others see womenBIERLINGHECK 10 MELODYJOEthey may alsoviewing them as too feminine or not acceptingin the workplace, they may also negatively impactVP, Business ProductVP, People Support,MARCKS83RAVAS 07 ALICIAnegativelythem into their social groups.how a woman views herself. Women with oppor- OpnsHersha Hospitality Mgt.SVP-HRMDirector, WARD impact how These examples demonstrate just a few of thetunities to apply for promotions or new positionsExpress ScriptsSt. Louis, MO Central Bank ofKPMG LLPMgr. Execchallenges impacting women in the workplace. Inoften doubt their ability to fill the position if theirSt. Louis, MO AMBERBoone CountySt. Louis, MO Compensation a womanan age when organizations are rapidly embracingqualifications dont line up exactly with the needs ofColumbia, MOCharter KIERNANHINCHLAURENviews herself. diversity, equity and inclusion (DEI) initiatives, issuesthe position. Men tend to be more willing to applyDONAHUE 18Sr. Tech Project Mgr, TAMMYRESSEL 11Communicationsof gender bias continue to persist. Women ofteneven if they are not fully qualified, which createsAssociate, AT&TMASON 94Staff Accountant, St. Louis, MOhave to work harder to prove their competence andmore opportunities for advancement. KPMG LLPDallas, Tx Mgr, Labor RelationsCSI Cos. ZEPHANIAH ability, with much of their success being attributedHelping women overcome biases in the workplaceChicago, ILCHARLES Associated Elec. Co-OpJacksonville, Fl FRANCE 23 to luck rather than skill. The practice of appointinghas become a focus of my research at the Univer- DON HUNTER 78Clifton Hill, MO ANNManagement Major a token woman to a leadership position (a DEIsity of Missouri. My goal is to identify sources ofFITZGERALD 92Retired FG SCHLUETERMAB Student Rep strategy utilized by organizations), unfortunately,persistent gender bias and provide potential reme- Founder,often makes it more difficult for other women todies to this pernicious issue. Specifically, I focus on aCFP, Synergy WealthMgr., Intl Purchasing,Knowledge is Wealth advance as organizations believe they have solvedSolutionsUlline particular outcome of gender bias known as verticalChesterfield, MO Pleasant Prairie,WIsex segregation, which creates what are known as the glass ceiling and glass cliff effects. Vertical success bias impacts more than just a womans ability to rise in the leadership ranks of her organi-Denotes first-generation learnerzation. Women seeking funding for their businesses face more obstacles than men, thus reducing their ability to grow these businesses. The key question I haveand for which there is surprisingly little informationis: how can we reduce the negative effects of gender bias in the workplace? For more on that question, please see an expanded article, Changing the tide: reducing gender bias at work.30 MANAGEMENT MATTERSMANAGEMENT DEPARTMENT 2022 ANNUAL REPORT 31'