Claim OwnershipWomen at Work
Subscribed: 12,812Played: 239,614
Subscribe
© Copyright 2025 Harvard Business School Publishing Corporation. All rights reserved.
Description
Women face gender discrimination throughout our careers. It doesn't have to derail our ambitions — but how do we prepare to deal with it? There's no workplace orientation session about narrowing the wage gap, standing up to interrupting male colleagues, or taking on many other issues we encounter at work. So HBR staffers Amy Bernstein, Amy Gallo, and Emily Caulfield are untangling some of the knottiest problems. They interview experts on gender, tell stories about their own experiences, and give lots of practical advice to help you succeed in spite of the obstacles.
161 Episodes
Reverse
This episode marks the end of a show that’s meant so much to us. Amy Bernstein and Amy Gallo say goodbye, answer two last Ask the Amys questions, and reminisce with founding producer Amanda Kersey. HBR’s Maureen Hoch, who came up with the original idea for the podcast, joins to share how it all began.
1What if your boss turns against you the minute you ask for a promotion? Or you struggle with strategic thinking and keep getting feedback that you’re “too in the weeds”? Or the person dragging down your team is doing just enough to stay out of trouble? The Amys give advice for dealing with sabotage, shifting how you're seen, and setting expectations with difficult colleagues.
Many of us have internal beliefs—I need it done now, I know I’m right, I need to be involved—that feel like truth but actually hold us back as leaders. Executive coach Muriel Wilkins calls these counterproductive beliefs “hidden blockers,” and she talks the Amys through the process of identifying theirs and then reframing them. They also look at how blockers show up in team and organizational behavior, like when lack of trust results in too many meetings, and discuss how leaders can shift culture by first examining and adjusting their own assumptions.
Have you ever realized, mid-project, that you and your boss weren’t aligned on what success looked like or how to get there? Executive coach Melody Wilding explains why getting clear on goals and understanding each other’s working styles is essential, even when you’re already in a leadership role. They share advice on how to start these conversations in a way that feels natural and constructive, break down common style mismatches, and offer guidance for adapting without losing your authenticity.
When our colleague Kevin Evers wrote There’s Nothing Like This: The Strategic Genius of Taylor Swift, we knew we had to talk about it. For so many women, she’s a role model—personally and professionally.
Four HBR Swifties who read the book highlight how her instincts and decisions offer lessons in leadership, strategy, and staying power.
Self-disclosure at work can build trust and connection, but it also comes with risks. In one of our earliest episodes, the late Columbia professor Katherine Phillips explained how sharing personal experiences helps diverse teams connect. We revisit that 2018 conversation and talk with her longtime collaborators, Tracy Dumas and Nancy Rothbard, who explain how expectations around self-disclosure have shifted, especially with the rise of remote work, social media, and political polarization. Plus, the Amys reflect on what they’ve learned about when, why, and how to open up at work.
Young women are entering the workforce full of potential but without some of the interpersonal skills they need to succeed and advance. That’s not just their problem; it’s ours too. In this live conversation from SXSW EDU, Amy Gallo talks with Neda Norouzi, an architecture professor at the University of Texas at San Antonio, and Aimee Laun, director of the Career Connections Center at Texas Woman’s University, about the gap between what colleges teach and what workplaces expect—and the critical role mentors, managers, professors, and parents can play in bridging it.
Imagine having a direct report who sobs every time you give them feedback. Or leading a team of people who’ve told your boss they don’t trust you. Or managing people for the first time—43 of them—with no training or guidance. The Amys offer advice for getting through these real situations from listeners–not just advice, but actual language for asserting your needs, earning trust, setting boundaries, and holding your ground even when emotions run high.
Purposeful questions do more than clarify details—they reveal how you think and demonstrate leadership potential. Amy Gallo talks with a program manager looking to strengthen her executive presence and question-asking skills. Harvard Business School professor Alison Wood Brooks joins them to offer research-backed guidance on eliciting useful responses, building credibility through questions, and adapting to different conversational settings.
What do you do when a formerly supportive boss turns against you? Amy G advises a project manager who still believes in her team, just not the person leading it. Learn tactics for managing up, protecting your reputation, and preserving your sanity.
After 10 seasons, Women at Work is changing things up for the better. We’re shifting to a new, year-round schedule, releasing a new episode every other Monday, starting March 10. That means more episodes that inspire reflection and growth, more practical advice, and more insights and stories that make you feel seen and supported in your career.
What could you achieve if you asked for what you truly want at work? Amy Gallo and four listeners embraced Alison Fragale’s “nos challenge,” requesting everything from clearer communication and help with a project to leadership opportunities and job title changes. As they pursued 10 rejections each, they noticed surprising patterns in how people respond, overcame fears of rejection, and made progress on personal and professional goals. Their experiences offer practical insights into how to ask assertively and gain status—even when the answer is no.
When you realize the line of work you’ve been in for years doesn’t interest you anymore or is in decline or won’t ever pay well enough, what’s your next move? Amy B speaks with executive coach Nina Bowman about the process of making a bold mid-career leap: how to identify a new path, build connections to land interviews, and tell the story of how you’ll succeed in a completely different role. Then, two listeners who made bold leaps themselves—one from academia to tech, the other from government to consulting—share their experiences and insights.
A past guest recounts how she burned out, quit her job, intended to get a new job after taking a breather, and then didn’t for over a year. That’s because someone in her family kept getting sick or hurt, she had to move twice, and all of the logistical and emotional responsibilities fell to her (because who else was going to take them on?!) Sociologist Jessica Calarco helps her make sense of that exhausting year of unpaid work and the forces that put her and other women in this sort of position.
Do you expect to have more time for yourself and for your career as your kids become teens and young adults? Amy G did. If you too are getting “urgent” texts from your teenager at all hours, feeling judged by other parents about your level of involvement, and trying to figure out how to set the right amount of boundaries, she and Danna Greenberg hear you and have advice.
There’s something about hearing how other women are making the most of LLMs that can turn even the most GenAI-avoidant among us GenAI-curious. At least that’s what happened to the Amys when they heard from several power users who’ve broadened their thinking, deepened their agency at work, and saved themselves time and stress. Maybe in listening to them you’ll be inspired too.
Worrying is a fact of life; it comes and goes, usually. A clinical psychologist explains how to better manage anxiety at work, whether you have an anxiety disorder, suspect you might, or want to support a colleague who does.
When you’re interacting with people at work, how often do you find yourself deflecting praise, downplaying your accomplishments, or responding “busy!” when someone asks how you’re doing? Why are those such common habits, especially if they so often leave us feeling fake? Alison Fragale, a professor of organizational behavior, offers an alternative: bring genuine strength and friendliness to everyday interactions because that combination gets women the success we deserve.
Political scientist Farida Jalalzai and organizational psychologist Laura Morgan Roberts unpack the symbolic and practical effects of having a woman in a top leadership position. They explore how Kamala Harris’s potential presidency could challenge and shift our notions of leadership and change the way that women understand what’s possible for themselves. They also dive into the realities Harris might face if elected—like juggling high expectations and navigating the complexities of representation.
How are women using GenAI to transform their work? What can we learn from the listeners who identify as “AI power users” about how to boost our productivity, creativity, and confidence? Why is working while parenting a teenager so much harder than Amy Gallo expected, and how can she and other moms navigate this emotionally demanding phase of motherhood? If you’re mid-career and thinking about switching industries, what should you know before making the leap? These questions are at the heart of some of the conversations the Amys are having this season. As always, they’ll bring you expertise, stories, and advice.
Download from Google Play
Download from App Store
United States
God, please stop saying uhhmm.
loving this podcast, truly phenomenal and such inspiring podcast 👏
Navigating a career with a disability certainly comes with unique challenges, as highlighted by Meredith Koch and Nicole Bettè. Their experiences shed light on the importance of support and understanding in the workplace. For those looking to connect with others facing similar challenges, joining support groups for developmental disabilities at https://www.gccnyc.org/community-habilitation can provide valuable resources and community support. These groups can help individuals advocate for themselves and learn about available accommodations, fostering a more inclusive and supportive work environment.
I would love to attend an in-person event!
💚WATCH>>ᗪOᗯᑎᒪOᗩᗪ>>LINK>👉https://co.fastmovies.org
Great show, esp first half. thanks ladies!
I love HBR podcasts. I have been following "women's at work" for years. I got so much from it. However, the new podcast series Coaching Real Leaders will be a game changer in my personal and professional growth. I suggest to anybody who needs support charting a path. As Muriel said, don't expect a ready-made, off-the-shelf solution. Infact you get a map where your actions will be critical to reach the objective - whatever that could be! Thanks, Muriel. Thanks HBR.
I have a hard time listening to this podcast. I've listened to a couple of episodes and it feels very narrow in it's perspective of women at work. Specifically, it feels like it only implicitly highlights the perspective of white women. As a woman of color, I can say that just speaking up or "leaning in" doesn't always work and I've received disproportionate backlash from it.
I love this Podcast! When can we expect more content?
ALI
Great episode, I work in China with a lot of female attorneys, one came to me today to ask "Could you possibly...?" on a piece of work that had an urgent deadline. I asked her to be more assertive with me when it's important and referred her here 👌 #womensupportingwomen
school districts don't let anyone State their opinion
there is a distinct lack of mentorship in my workplace. I feel like you're filling in the blanks for me! This is very valuable what you've produced here. Thank you!
I was debating with a man and knowingly took my voice up to his level to see what happened. I was accused of yelling. The conversation quickly went sour. When I mentioned that I was just taking my tone of voice up to his same level, the group was amuzed and It gave them something to ponder on.
Just listened to the 1st half of authenticity discussion, it made me wonder if being authentic is somewhat of an earned "benefit". Reflecting on my own career, it seems that I had to demonstrate credibility and integrity in my field/role before my colleagues were able to appreciate/accept my authentic self
Loved this! Am a newbie in the work place, I'm a manager, and this is very helpful.