It’s critical that responsibility for career advancement extends beyond individuals and is addressed with systems, policies, and a workplace culture that serves everyone. This guide details the importance of approaching career advancement as a shared responsibility between employee and employer; and examines equity issues in the workplace. It covers how social, cultural, and economic forces may steer individuals toward or away from certain pathways and how race and gender influence career progression.
You'll learn how firms and institutions can help support career advancement equitably by clarifying criteria for promotion, supporting networks, changing workplace culture from career ladder to lattice, and providing access to training and development.
Flex Works - Catalyst (2013)
Addresses common misconceptions related to workplace flexibility and establishes several best practices for creating flexible workplace policies.
The Value of Workplace Flex: Options, Benefits, and Success Stories - Bentley University Center for Women and Business (2018)
Reviews why workplace flexibility is important, different types of flexibility, what doesn't work for flexible work arrangements, and strategies for implementing flexibility policies. Also includes recommendations for individuals who are looking for flexible options.
Life and career balance
Raising Kids and Running a Household: How Working Parents Share the Load - Pew Research Center (2015)
Data related to gender differences in perceptions of work-life balance, division of labor, and career progression for two-parent households in which both parents work.
Revisiting the Social Construction of Family in the Context of Work - T. Alexandra Beauregard, Mustafa Ozbilgin, and Myrtle P. Bell - Journal of Managerial Psychology (2009)
Identifies ways in which traditional policy definitions of family limit work-life-balance accommodations for people with families, examines situations that don't fit these definitions, and proposes actions to ensure that work-life-balance accommodations are provided to all.
Diversity in the Profession of Architecture: Executive Summary - AIA (2016)
Key findings include reasons women and people of color are underrepresented in the profession and perceived challenges to career advancement, retention, and job satisfaction.
Good Intentions, Imperfect Execution? Women Get Fewer of the "Hot Jobs" Needed to Advance - Christine Silva, Nancy M. Carter, and Anna Beninger - Catalyst (2012)
Looks at the types of experiences required for women to advance into leadership roles and reveals that women are less likely to be given those types of assignments. Lists ways to assess how assignments are given to close the gender gap for the experience needed to advance.
The Myth of the Ideal Worker: Does Doing All the Right Things Really Get Women Ahead? - Nancy M. Carter and Christine Silva (2011)
Looks at the tactics used by men and women to seek career advancement and summarizes what is successful for each gender. Advises individuals on which strategies are most successful and organizations on how to set up structures that ensure a level playing field for advancement.
Race Matters - David A. Thomas - Harvard Business Review (2001)
Compares career progression for white people and people of color to help people understand differences to better mentor professionals of color. Also lists common challenges people of color face that their white peers might not and how to address them.
NCARB by the Numbers: Navigating the Path - NCARB (2018)
Provides an overview of changes in gender and racial attrition rates for licensure candidates over time.
Charting the Course: Getting Women to the Top - Melissa Artabane, Julie Coffman, and Darci Darnell - Bain & Company (2017)
Looks at the challenges women typically face in advancing to leadership roles and provides managers with strategies for supporting women in these areas.
Leadership in Your Midst: Tapping the Hidden Strengths of Minority Executives - Sylvia Ann Hewlett, Carolyn Buck Luce, and Cornel West - Harvard Business Review (2005)
Provides suggestions for better understanding and supporting pursuits of employees outside the workplace, recognizing the value in outside work-leadership opportunities. Also provides suggestions for rethinking inclusion in benefits and ways to support minority talent in advancing to leadership.