Summary of “Elon Musk’s New York Times Interview Reveals Double Standards for Male and Female CEOs”

For women, the risks of being open are far greater, and they can manifest in tangible ways.
“Women incur social and economic penalties for expressing masculine-typed emotions because they violate proscriptions against dominance for women. At the same time, when women express female-typed emotions, they are judged as overly emotional and lacking emotional control, which ultimately undermines women’s competence and professional legitimacy,” according to the Handbook on Well-Being of Working Women, a collection of research and literature on the topic.
The guidebook for being a female CEO is, at its core, the same as the one for being a female anything: No matter your title, the double bind remains.
Women in the workplace are constantly walking a tightrope.
A 2008 series of studies from the Harvard Kennedy School’s Women and Public Policy Program found that displays of anger from men in professional contexts are often viewed as responses to external circumstances, while the same from women are seen as representations of their personality.
In other words, men are provoked, while women are naturally prone to anger.
The research also found that women who expressed anger in work contexts were perceived as less competent and received lower wages, while the opposite was true for men.
According to It’s Always Personal: Navigating Emotion in the New Workplace by Anne Kreamer, women who cry at work “Feel rotten afterward, as if they’ve failed a feminism test.” Men tend to feel better after crying: Kreamer’s research showed that “Their minds felt sharper, the future seemed brighter, and they felt more physically relaxed and in control.” When HuffPost interviewed 15 high-profile female leaders about crying in the office, the majority considered it taboo and bound to produce negative results.

The orginal article.