tl;dr The article describes how gender disrimination works in practice, though many other articles have covered the same ground. The effectiveness of this solu

tl;dr The article describes how gender disrimination works in practice, though many other articles have covered the same ground. The effectiveness of this solution is interesting (but it's more an off-hand story from a third party than data): > Google's own data showed women were promoted less often than men because workers need to nominate themselves. Women who did so got pushback. Based on her studies, Williams found that women are rewarded for modesty and penalized for what men might see as "aggressive" behavior. Google began including female leaders at workshops to coach everyone — men and women — on how to promote themselves effectively. The gender difference among nominees disappeared, Williams said. [Joan C. Williams, law professor at UC Hastings College of the Law and coauthor of "What Works for Women: Four Patterns Working Women Need to Know."] However, this article offered no data to support the sensational headline. All they offer is, > A Harvard Business Review study from 2008 found that as many as 50% of women working in science, engineering and technology will, over time, leave because of hostile work environments. That leaves many questions: How many men leave? And how many of them over hostile work environments? How many is "as many as 50%"? (I don't doubt it's a problem, but we need some good information to work from.)