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The antidote to being penalized for sponsoring women may just be to do it more — and to do it vocally, loudly, and proudly — until perceptions change. Of the 50 auditors in my class, five were women. Only one in five C-suite members is a woman, and they are still less likely than their male peers to report that there are equal opportunities for advancement. This makes an increasing difference in representation as you go up the org chart. Karen Dillon. Some senior-level women tend to distance themselves from junior women, often to be more accepted by their male peers.

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All of us were on different client teams.

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Don’t Underestimate the Power of Women Supporting Each Other at Work

All of this vastly improved the flow of information, and relieved tension and anxiety. As my experiences from being a rookie accountant to a managing director at an investment bank have taught me, conversations between women have massive benefits for the individual and the organization. In doing so, I hope it lowered the attrition rate of women working at my company — rates that are, across all corporate jobsstubbornly higher for women than men, especially women of color. It reassured us that though our jobs were challenging, we were not alone. Anne Welsh McNulty.

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