While gender equality in the workplace has become a much-discussed topic, we still have a long way to go to achieve parity. For example, recent analysis of the Times Higher Education’s world rankings data shows that in 2016–17, 36 of the top 200 universities globally – just 18% – have a female leader. A slight increase on the previous year, when only 17% were led by women, it is nonetheless representative of the gender inequality that persists more widely in higher education across the globe.
We are so grateful to the amazing women who have opened up their hearts and offices to us and offered tons of great advice to the next generation of female leaders. We are grateful to now be a part of the conversation. And we are appreciative of the fact that the conversation is getting bigger, especially amid the #MeToo movement. We are especially grateful to all the men who have supported and sponsored these amazing women.
The consequences of male supremacy are baked into law and policy. Why is it so hard to prove rape or sexual harassment in a court of law? Men make and enforce the law. They’re more likely to sympathize with male offenders than female victims. You see it in the language around these cases: Women are cast not as victims but as temptresses. They’ve dressed too seductively, so men run wild with desire. The men can’t help themselves. It’s the patriarchy, stupid.
The survey, by consulting giant McKinsey and the Sheryl Sandberg-funded women's organization Lean In, shows a sharp divide between how men and women view their companies' efforts at advancing women. The annual report, which in 2017 surveyed more than 70,000 employees working at 76 companies, shows that 63 percent of men surveyed said their company is doing what it takes to improve gender diversity, while 49 percent of women said the same.