Overt gender discrimination in the workplace is now less frequent since the passage of the Civil Rights Act; however, subconscious workplace gender biases persist. These subtle biases continue to contribute to gender inequality in the employment context, hindering women's ability to reach the top ranks of corporate leadership and their ability to achieve pay equity. To combat this inequity, in this article, we advance several suggestions. First, we urge states to pass legislation requiring paycheck fairness and urge firms to institute policies of salary transparency. Next, when there is a lack of women in the highest corporate ranks of the company, a presumption of discrimination should replace the current legal framework in the courts for disparate treatment analysis in Title VII cases of gender discrimination. We further suggest that firms would do well to improve mentoring and networking programs for women to help even the playing field and call on companies to offer implicit bias training for men. Finally, we urge firms to improve the environment for women in the workplace by adopting and sincerely promoting family‐friendly policies. Not only would these recommendations be just, they would also likely increase productivity in the corporate world and help resolve the paradox surrounding the paucity of women in top leadership positions.

中文翻译：

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评估美国公司女性的进步：变化越多，她们保持不变的越多

自通过《民权法》以来，现在在工作场所公开的性别歧视已经减少了。但是，潜意识中的工作场所性别偏见仍然存在。这些微妙的偏见继续导致就业背景下的性别不平等，从而阻碍了妇女获得公司领导层最高职位的能力以及实现薪酬平等的能力。为了消除这种不平等，我们在本文中提出了一些建议。首先，我们敦促各州通过要求薪酬公平的立法，并敦促公司制定薪酬透明政策。其次，当公司最高级别的公司中缺少女性时，歧视的推定应取代法院中现行的法律框架，以进行第七章性别歧视案件中的不同待遇分析。我们进一步建议，公司应改善妇女的指导和网络计划，以帮助甚至竞争环境，并呼吁公司为男性提供隐性偏见培训。最后，我们敦促公司采取并真诚促进家庭友善政策，以改善工作场所妇女的环境。这些建议不仅是公正的，而且还可能提高企业界的生产率，并有助于解决围绕担任高级领导职位的妇女稀少的矛盾。