What Works for Women at Work by Joan C. Williams & Rachel Dempsey

Summary

What Works for Women at Work by Joan C. Williams & Rachel Dempsey is a research-based guide that identifies the pervasive patterns of gender bias women face in the workplace. The authors outline four main patterns—proving it again, the tightrope, the maternal wall, and the tug of war—and offer strategic advice for navigating them. Drawing from interviews with successful women and studies, the book equips readers with practical, actionable tools for workplace advancement. It underscores the importance of awareness, resilience, and community in overcoming gender barriers.

Life-Changing Lessons

1. Awareness of bias patterns is the first step to combating workplace discrimination; understanding these dynamics empowers women to respond effectively.

2. Building and leveraging networks—both with other women and allies of all genders—is critical for career progression and support.

3. Strategic self-advocacy, including how to respond to being underestimated and how to negotiate without backlash, is essential for achieving fair treatment and advancement.

Publishing year and rating

The book was published in: 2014

AI Rating (from 0 to 100): 92

Practical Examples

1. Proving it Again

   Many women must prove their competence repeatedly compared to their male peers. The book offers tactics such as keeping meticulous records of achievements and seeking external validation through awards and recommendations to counteract this bias.

2. Navigating the Tightrope

   Women are often penalized for asserting themselves as leaders yet criticized for being too soft if they aren't. The authors suggest finding a balance by coupling assertiveness with warmth and using inclusive language to foster cooperation without seeming domineering.

3. The Maternal Wall

   Women with children are frequently assumed to be less committed or competent. The book recommends preemptively addressing assumptions about availability and emphasizing ongoing commitment and capability, thereby challenging stereotypes.

4. Tug of War Among Women

   Some women experience competition with other women due to scarce opportunities or internalized bias. The authors propose fostering solidarity and mentorship among women, promoting collective advancement over rivalry.

5. Seeking Sponsors, Not Just Mentors

   Advancement depends not only on mentorship but also on sponsorship—finding influential figures who will advocate for your success. The book advises strategically cultivating these relationships by demonstrating reliability, skill, and openness to feedback.

6. Combating Microaggressions

   Subtle, frequent slights can erode confidence and status. The authors suggest direct, professional responses—naming the behavior and redirecting conversations—to reduce their negative impact without escalating conflict.

7. Negotiation Strategies

   Negotiating for raises, projects, or promotions can trigger backlash against women. The book discusses using data-driven approaches, highlighting communal benefits, and enlisting allies to support negotiation efforts.

8. Establishing Credibility Early

   First impressions shape ongoing perceptions of competence. Women are advised to assert expertise and stake out their space in discussions early, ensuring their contributions are seen and valued from the outset.

9. Harnessing Allyship

   Building alliances with colleagues across the gender spectrum can open doors and neutralize bias. The book advocates for identifying and activating supportive coworkers who can amplify women's voices in meetings and champion their work.