Missing the extra confidence chromosome?

I wrote about this back in 2018 but I still constantly hear women repeating the myth; men look at job descriptions and assume they can meet all the requirements and just apply. Women look at job descriptions and analyse what requirements they don’t have 100% competency in and so don’t apply.

BIAS INTERRUPTER- There is no empirical evidence that shows that research that women apply only when they are confident they have met 100 percent, whereas men apply when they think they can meet 60 percent. There is a tsunami of literature on women’s lack of confidence playing a significant role in women not applying for jobs, promotion or pay negotiations which align with the all male panel’s views.  Quoted in Sandberg’s Lean In, The Confidence Gap, McKinsey Quarterly, and many other sources is the Hewlett Packard research that women apply for promotions only when they are confident they have met 100 percent of the qualifications, whereas men apply when they think they can meet 60 percent of the job requirements.  The research does not exist.

There is no empirical evidence that shows that women are not as confident as men. There are both overconfident and unconfident men and women in the workplace.   Confidence is a concept that is not gendered.  Men do not get the extra confidence chromosome at birth while women miss out. Confidence is altered by organisational culture.

Originally published on LinkedIn.
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