Glamour | Stefanie O'Connell Rodriguez

While the "ambition gap" theory suggests that gender inequalities in the workplace stem from women's lower ambition levels, research indicates that women initially enter the workforce with equal or higher ambition than men. However, they are often penalized for acting on their ambitions, resulting in social, professional, and financial costs. This phenomenon, referred to as the "ambition penalty," affects various aspects, including pay negotiations and perceptions of confidence and ambition, particularly impacting women of color. Challenging this narrative is essential to addressing gender inequalities in pay, wealth, and leadership.

Fast Company | Minda Harts, Sarah Lacy, and Eve Rodsky

Unpaid labor at home is taking its toll on women, and now, Employee Resource Groups (ERGs) are adding to this burden by relying on unpaid work, primarily done by women and BIPOC. This article by Minda Harts, Sarah Lacy, and Eve Rodsky argues that companies must recognize and compensate individuals who drive ERGs, as these groups play a crucial role in fostering workplace inclusivity. While ERGs yield numerous benefits, from recruitment to retention, their value remains largely unpaid and unseen. Learn why it's time for corporate America to change this paradigm.