Ivona Hideg

(she/her)

7

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Organizations pushing for gender equity often point to parental leave as part of the solution. But these policies can simultaneously advance men’s careers and leave women’s unchanged. (Getty Images/Unsplash+)

When men take parental leave, their careers may benefit — but women’s do not

Anja Krstic, York University, Canada and Ivona Hideg, University of Oxford; York University, Canada

New research using Canadian workplace data finds that men who take six months or more of parental leave are seen as warmer and more leadership-ready by colleagues.
Cognitive labour significantly impacts women’s workplace experiences and career outcomes, which ultimately undermines gender equity. (Unsplash+)

All women — not just mothers — could benefit from more workplace flexibility

Anja Krstic, York University, Canada; Ivona Hideg, York University, Canada; Janice Yue-Yan Lam, York University, Canada, and Winny Shen, York University, Canada

New research highlights that the career outcomes of both women with and without children are negatively impacted by engaging in unpaid labour.
One persistent gender stereotype is the belief that women are ‘too emotional’ to be effective leaders. This misconception continues to undermine their chances of being considered for leadership roles in the first place. (Shutterstock)

Women are steadier leaders in times of crisis, but they are still being overlooked

Ivona Hideg, York University, Canada; Tanja Hentschel, University of Amsterdam, and Winny Shen, York University, Canada

Although women have long been stereotyped as being “too emotional” for leadership roles, new research suggests it’s actually men who are more likely to let emotions drive their behaviour.
Parental leave is essential for supporting maternal and infant health while reducing women’s turnover and workforce attrition. (Shutterstock)

Parental leave paradox: Why women who take longer leaves face career penalties in men‑dominated fields

Ivona Hideg, York University, Canada; Anja Krstic, York University, Canada; Raymond Nam Cam Trau, Macquarie University, and Yujie Zhan, Wilfrid Laurier University

Women who take longer parental leaves in men-dominated industries may face penalties, including lower pay and limited promotion opportunities.
It is not enough to remove the unfair barriers holding women back; we also need to confront the unfair privileges propelling men forward. (Shutterstock)

‘Benevolent sexism’ in startups widens the gender gap by advantaging men over women

Nhu Nguyen, McGill University; Frederic Godart, INSEAD; Ivona Hideg, York University, Canada, and Yuval Engel, University of Amsterdam

For Canada’s new Women Entrepreneurship Strategy to be effective, we must gain a deeper understanding of sexism in startup spaces.
To address barriers that racialized women with non-native accents experience in the Canadian workplace, we need to understand what kinds of bias they face. (Shutterstock)

How ‘benevolent sexism’ undermines Asian women with foreign accents in the workplace

Ivona Hideg, York University, Canada; Samantha Hancock, Western University, and Winny Shen, York University, Canada

Recent research explores how women with non-native English accents — specifically Mandarin — fare in the Canadian job market.

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