One more confidence article

Citing the 5 Levels of Leadership by Jim Collins:

https://open.buffer.com/confidence-humility/

Confidence Gap: Women and Men (references)

Evidence shows that women are less self-assured than men—and that to succeed, confidence matters as much as competence. Here's why, and what to do about it.

http://www.theatlantic.com/magazine/archive/2014/05/the-confidence-gap/359815/

You’ve probably heard the following statistic: Men apply for a job when they meet only 60% of the qualifications, but women apply only if they meet 100% of them.  The finding comes from a Hewlett Packard internal report, and has been quoted in Lean In, The Confidence Code and dozens of articles. 

https://hbr.org/2014/08/why-women-dont-apply-for-jobs-unless-theyre-100-qualified


For women, not wanting to face failure was a big reason they didn’t apply. Almost one in four surveyed said their top reason for not going after the job was: “I didn’t think they would hire me since I didn’t meet the qualifications and I didn’t want to put myself out there if I was likely to fail.” Only 13% of men said this.

The other big gender difference Mohr found: In a job hunt, women are more likely than men to play by the rules. While 15% of women said the main reason they didn’t apply was because “I was following the guidelines,” only 8% of men said so.

http://www.forbes.com/sites/nextavenue/2014/09/11/are-women-too-timid-when-they-job-search/#35777cd52f83

More on Employee Engagement

http://www.gallup.com/topic/employee_engagement.aspx
Many articles here.

For example:

Engaged Employees Less Likely to Have Health Problems

http://www.gallup.com/poll/187865/engaged-employees-less-likely-health-problems.aspx?g_source=EMPLOYEE_ENGAGEMENT&g_medium=topic&g_campaign=tiles

Female Bosses More Engaging than Male Counterparts

http://www.gallup.com/businessjournal/183026/female-bosses-engaging-male-bosses.aspx
"Leaders should also know that female managers themselves tend to be more engaged than male managers."
"Employees who work for a female manager are six percentage points more engaged, on average, than those who work for a male manager -- 33% to 27%, respectively."

 

Great article in NYT about how children of working mothers have advantages later in life

http://www.nytimes.com/2015/05/17/upshot/mounting-evidence-of-some-advantages-for-children-of-working-mothers.html?abt=0002&abg=0

The two things that struck me: 1) Daughters of working mothers tend to become more educated, have more supervisory roles, and earn more money than daughters of non-working mothers.  2) Sons of working mothers spend more time on housework and homework than sons of non-working mothers.

Articles again - new moms working and paid time off for new dads

How companies are keeping new moms on the job: http://www.ksl.com/?sid=33785062&nid=

Paid time off for new dads: http://www.npr.org/blogs/goatsandsoda/2015/03/14/392632777/new-dads-in-togo-are-guaranteed-something-that-u-s-dads-arent?utm_source=facebook.com&utm_medium=social&utm_campaign=npr&utm_term=nprnews&utm_content=20150314

Male Groups Advancing Women's Careers

http://www.wsj.com/articles/men-pitch-in-to-boost-women-at-work-1426029982?mod=WSJ_hps_sections_careerjournal 
"Catalyst, a nonprofit group that tracks and advocates women’s advancement"

Also: White Men As Full Diversity Partners