Influencing Gender Specific Perceptions of the Factors Affecting Women’s Career Advancement Opportunities in the United States Volume 2, Number 12 Research Summary for Practice 31 DECEMBER 2018 Influencing Gender Specific Perceptions of the Factors Affecting Women’s Career Advance- ment Opportunities in the United States By Kevin Taliaferro, National Intelligence University Copyright © 2018, Kevin Taliaferro. This article is published under a Creative Commons BY-NC license. Permission is granted to copy and distribute this article for non-commercial purposes, in both printed and electronic formats This research investigates the sociological, psy- chological, and physiological factors known to affect women’s career advancement opportuni- ties. It examines how awareness and knowl- edge shared through the #MeToo (hashtag Me Too) movement influenced gender specific per- ceptions about the factors affecting women’s workplace opportu- nities. Finally, it rec- ommends measures to alter the divergent gen- der perceptions that remain an obstacle to gender equality in the workplace. This study was con- ducted because gender inequalities continue in the U.S. workplace in 2018. Currently women fail to advance in ca- reers at the same rate as men, and they are paid 21% less for similar work with equal skills and experience. Women comprise approximate- ly 51% of the U.S. population and 47% of the workforce, so equality would dictate a one-to- one male to female ratio throughout all levels of government and private industry. The cur- rent male to female ratio in the U.S. Congress is four-to-one. The male to female executive ratio in Fortune 500 companies is three-to-one, and in the U.S. Government it is two-to-one. To better understand the factors influencings gender inequalities in the workplace, the re- searcher conducted a mixed method experi- mental study. The research began with a litera- ture review that produced enlightening results regarding the sociological, psychological, and physiological factors affecting women’s career advancement opportunities. To further examine those factors, the researcher conducted Qualitative Study 1 to determine if any significant differ- ences existed in gender specific perceptions of male and female work- place performance, drive, confidence, com- petitive nature, rela- tionships, and family responsibilities. Study 1 results aligned with the literature re- view findings and confirmed both genders recognize significant gender differences exist regarding each of those factors. The unexpect- ed discoveries were the significantly different perceptions men and women hold about the or- igins, causes, and effects of the factors known to impact women’s career advancement oppor- tunities. To more deeply investigate the gender percep- tion gap discovered in Study 1, the researcher conducted a mixed method experimental study using interviews in Qualitative Study 2 to as- sess the significance of the differing male and female perceptions. Men and women have significantly different perceptions of the origins, causes, and effects of the career ob- stacles women currently face, but the events surrounding the #Me- Too movement may be reducing the gender perception gap. Keywords: Equality, Workplace, Gender, Culture, MeToo, #MeToo Gender-Specific Perceptions of Career Advancement 152 Volume 2 Number 12 To validate the Study 2 findings, he used surveys in Quantitative Study 3 to assess the level of impact the awareness and knowledge generated by the #MeToo and surrounding media events had on the gender perception gap. By comparing pre- and post-treat- ment interview and survey data from those three studies, the researcher was able to qualify and quan- tify the impact awareness and knowledge shared through the #MeToo mass media events had on gen- der specific perceptions of women’s equality strug- gles in the workplace. The literature review was the primary means used to investigate RQ1: What sociological, psychologi- cal, and physiological factors affect women’s career advancement opportunities? An examination of 46 scholarly works identified three sociological factors, nine psychological factors, and two physiological factors perceived to affect women’s career advance- ment opportunities. That examination also high- lighted specific traits women exhibit within the psy- chological factors that negatively impact their career advancement opportunities. Believing men and women shared more positive attitudes and perceptions about those female traits than indicated in the lit- erature review findings; the researcher conduct- ed Qualitative Study 1 to test his premise that there are no gender perception differences in male and female workplace perfor- mance, confidence levels, competitive nature, will- ingness to accept profes- sional risks, and choices that impact careers. Study 1 also addressed RQ2: How do gender specific per- ceptions about male and female confidence levels, competitive nature, workplace performance, emo- tions, interactions, relationships, attitudes, desires, and choices impact women’s career advancement opportunities? Primary data was collect through interviews with eight participants - four males and four females. Participants were randomly selected from five different industries and three primary age groups: Baby Boomers (Born 1946-1964), Gener- ation X (Born 1965-1976), and Millennials (Born 1977-1994). An equal number of males and females was selected to gain a balanced mix of perceptions. An unexpected discovery from Study 1 identified a gender perception gap between men’s and wom- en’s views of the origins, causes, and effects of the factors influencing women’s’ career advancement opportunities. Viewing the gender perception gap as an obstacle to achieving true gender equality in the workplace, the researcher began to explore mea- sures to influence and possibly reduce the gap. The timeliness and impact of the #MeToo media events provided a unique opportunity and enabled the re- searcher to further examine the events’ effects on gender specific perceptions of women’s issues in the workplace in Study 2 and Study 3. Qualitative Study 2 examined RQ3: How signifi- cantly did the #MeToo media events influence gen- der specific perceptions about the factors affecting women’s career advancement opportunities? For Qualitative Study 2, the researcher replicated the qualitative approach used in Study 1 to ensure con- sistency in the investigation process and most ac- curately assess perception changes likely generated through the #MeToo movement. The same inter- view questions were asked of the same eight partic- ipants interviewed one-year prior in Study 1. Four additional participants were interviewed in Study 2 to compare consistency of answers and help identify any possible demand effect in the second interview responses, where participants may have anticipated a desired outcome and changed their answers. For Quantitative Study 3, the researcher used two pre- and post-treatment surveys to explore RQ4: What level of impact did the #MeToo media events have on the gender perception gap regarding the sociological and psycho- logical factors known to affect women’s career advancement opportu- nities? Study 3 also ad- dressed the research hy- pothesis: The awareness and knowledge generat- ed by the #MeToo media events will strongly cor- relate with reductions in the gender perception gap regarding factors known to impact women’s career advancement opportuni- ties. For Quantitative Study 3, the researcher repli- cated portions of three national-level Pew Research Center surveys conducted between 2013 and 2015. Twenty-three Pew survey questions that fell within the scope of this research and closely aligned with study objectives were regenerated for use as a post- event collection tool. The researcher developed and launched the Study 3 surveys using the Qualtrics survey software. He anonymously invited adult business professionals from three DBA cohorts, their interested business associates, and coworkers from his organization to participate. Findings The Study 1 results from the qualitative interview study strongly aligned with the literature review findings and failed to support the research premise. The qualitative analysis showed men and women generally agreed women underperform, have low- er confidence levels, are less competitive, more risk averse, and far more likely to make choices that neg- Study 1 identified a gender percep- tion gap between men’s and wom- en’s views of the origins, causes, and effects of the factors influenc- ing women’s’ career advancement opportunities. Muma Business Review 153 Taliaferro atively impact their careers. Though men and wom- en mostly agreed there are performance differenc- es between men and women in the workplace, the truly interesting discoveries in this study were the differing male and female perceptions of why such differences exist. Women believed the root cause of their inability to advance at the same rate as men is ultimately a result of males actively and passively discriminating against them and creating a promo- tion system that prevents women from advancing at the same rate as men. Men believed women have the same opportunities and as much control over their careers as men. The men alluded they have little di- rect bearing on women’s underperformance, lower confidence levels, aversion to competition and risks, and family choices. Men perceived women in full control of their own character, emotions, and home situation and believe women are only limited by their own desires, priorities, choices, and willingness to sacrifice. The Study 2 qualitative analysis indicated a moder- ate shift from divergent gender perceptions in Study 1 to convergent viewpoints in Study 2 following the #MeToo media events. Overall, the #MeToo media event correlated strongly with the mod- erate shift in men’s and women’s perceptions of the psychological factors known to affect women’s advancement opportu- nities in the workplace. Though men and women still have differing views of the factors impacting women’s career advancement opportunities, the majority of male and female participants expressed a positive outlook for the future, expected positive change, and embraced just and equal treatment for both genders. In Quantitative Study 3, there were 15 fewer signifi- cant differences in the post-event results indicating the gender perception gap regarding the sociological and psychological factors known to affect women’s career advancement opportunities was reduced by 43% following the #MeToo media events. There- fore, the research hypothesis was satisfied that there is a strong correlation between the awareness and knowledge generated by the #MeToo media events and reductions in the gender perception gap regard- ing factors known to impact women’s career ad- vancement opportunities. Overall, the qualitative interview analysis indicated a moderate shift from divergent gender perceptions in Study 1 to convergent viewpoints in Qualitative Study 2 following the #MeToo media events. The statistical results of Quantitative Study 3 showed men’s perceptions changed moderately with a more positive view toward women’s issues. Women’s per- ceptions also changed moderately, but with a more negative view about workplace equality issues. Those outcomes aligned with the Qualitative Study 2 results and validated the Study 2 research findings. Conclusions With outcomes from three independent qualita- tive and quantitative investigations aligning, the researcher concluded the overall statistical results demonstrate a strong impact on men’s and women’s perceptions and a largely reduced gender percep- tion gap following the #MeToo media events. Be- cause it is unknown if those changes are permanent, the researcher believes future research could focus on awareness, education, and accountability initia- tives to more adequately address gender equality problems in the workplace and bring about lasting change. This research demonstrates how a host of sociologi- cal, psychological, and physiological factors combine to create an atmosphere that cultivates gender in- equalities. The findings are consistent that both genders perceive differ- ences in male and female workplace performance, confidence levels, com- petitive nature, willing- ness to accept profession- al risks, and choices that impact careers. The re- searcher also discovered that men and women have completely different views of the origins, causes, and effects of the factors known to impact women’s career advancement opportunities. The gender perception gap that results from men’s and women’s misunder- standings and misperceptions about the influencing factors and traits is problematic and clearly impedes gender equality. Though difficult to change, those misunderstandings and misperceptions must be re- solved and the gender perception gap eliminated for women to achieve true workplace equality in pay, benefits, and advancement opportunities. Where to Find Out More For more information on this research, contact Kev- in Taliaferro at kct3@mail.usf.edu or kevin.taliafer- ro2@dodiis.mil. Inquiries may also be mailed to: Kevin Taliaferro PSC 46, Box 161 APO AE, 09469 Women believed the root cause of their inability to advance at the same rate as men is ultimately a re- sult of males actively and passively discriminating against them ... Men believed women have the same opportunities and as much control over their careers as men. Gender-Specific Perceptions of Career Advancement 154 Volume 2 Number 12 Review This article was accepted under the editorial peer review option. For futher details, see the descrip- tions at: http://mumabusinessreview.org/peer-review-op- tions/ Dr. Kevin Taliaferro is director of the National Intelligence University European Academic Center at Royal Air Force Molesworth, United Kingdom. He is respon- sible for NIU’s graduate programs in Europe and manages three sites offering the Master of Science of Strategic Intelligence degree. He previously served as NIU’s chief operating officer and chief financial officer, where he was responsible for the university’s budget planning and execution, personnel, logistics, and facilities requirements. He is a retired United States Air Force officer with 2,100 flying hours and extensive leadership and program man- agement experience. Author References Catalyst. (2016). Pyramid: Women in S&P 500 Companies. Retrieved from http://www.catalyst. org/knowledge/women-sp-500-companies Center for American Women and Politics (CAWP). (2018). Women in the U.S. Congress 2018. Re- trieved from http://www.cawp.rutgers.edu/wom- en-us-congress-2018 Federal Equal Opportunity Recruitment Program (FEORP) Report to Congress-Office of Per- formance Management (OPM) FY14 FEORP. (2016). Retrieved from https://www.opm.gov/ policy-data-oversight/diversity-and-inclusion/ reports/feorp-2014.pdf U.S. Bureau of Labor Statistics (US BLS). (2015). Women in the labor force: A databook. Re- trieved from http://www.bls.gov/opub/reports/ womens-databook/archive/women-in-the-labor- force-a-databook-2015.pdf U.S. Census Bureau. (2014). 2014 Population demo- graphics. Retrieved from http://factfinder.census. gov/faces/tableservices/jsf/pages/productview. xhtml?pid=ACS_14_5YR_DP05 U.S. Department of Labor (US DoL). (2016). Break- ing down the gender wage gap. Retrieved from https://www.dol.gov/wb/media/gender_wage_ gap.pdf