Gender inequality has been deemed the “greatest human rights challenge of our time” by the United Nations, and scholars across numerous disciplines agree that gender stereotypes represent a primary way by which this inequality is maintained. Yet changing stereotypes in a systemic, enduring way is extremely difficult. This is at least in part because stereotypes are transmitted and perpetuated through the language societies and organizations use to describe women, especially those in leadership roles. Here, we show that hiring women into leadership positions is associated with organizations characterizing women in more leadership-congruent, agentic ways. This shift mitigates a critical barrier to women’s progression in organizations and society: the incongruence of what it means to be a woman and a leader.
We have deposited the numeric data (cosine similarities) and code used to recover the results of Study 1 publicly in an Open Science Framework repository (<https://osf.io/ut
For Investment Advisers and Broker-Dealers
DOL issues Cybersecurity Guidance. On April 14, 2021, the U.S. Department of Labor (“DOL”) Employee Benefits Security Administration (“EBSA”) issued cybersecurity guidance directed towards ERISA plan sponsors and ERISA fiduciary advisors. While the guidance appears similar to SEC’s advice, there is one noticeable difference: the DOL says firms “should” have a reliable annual third-party audit of security controls. As part of this audit, EBSA expects to see audit reports, audit files, penetration test reports, and any other analyses or reviews of cybersecurity practices. EBSA also wants documented corrections of any weaknesses identified in the independent third-party analyses. What are the implications to firms subject to this guidance? Will the DOL consider it a breach of fiduciary duty if a firm does not hire a third party to conduct an audit of its security controls? Can a firm do this assessment internally? Time will tell