New research explains that women are likely to experience pay inequality when working in self-managing teams:
Self-managed teams are a central element of new management trends such as Holacracy, with exponents arguing that such teams are often more effective, engaged and efficient. One thing they may not be however, is particularly equal, at least according to new from Olin Business School at Washington University in St. Louis, which explains that women are likely to experience inequality when working in self-managing teams.
That's the theory at least, but the paper suggests that the reality is not quite as rosy. The researchers followed the self-managed teams in a Chinese company with around 930 employees for 50 months. The analysis revealed that the men consistently extracted better remuneration from their work than their female peers, despite exhibiting no noticeable productivity advantages over them.
It's a situation famously chronicled by Tomas Chamorro-Premuzic, who argues forcefully that society has evolved to over promote incompetent male managers. A few years ago he wrote a for HBR where he argued that the challenge of getting more women into leadership positions could be helped if we shifted our perception of what leaders actually need to be. The problem was less one of not selecting enough female leaders, but that we pick too many utterly hopeless male ones.
So what can be done to improve matters? The researchers believe that while self-managed teams create the impression of being autonomous, they nonetheless require careful oversight to ensure that they operate in an equitable manner. It's not good enough to pass off responsibility for these things to the teams themselves, and managers should still work to ensure bias and discrimination don't emerge.
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