In a controversial new book, psychologist Susan Pinker uncovers the workings of the hormone oxytocin, which she claims explains why females are biologically driven to nurture their young rather than climb the corporate ladder
In 2006, when investment analyst Carolyn Buck Luce and economist Sylvia Ann Hewlett tried to get to the bottom of the “hidden brain drain” of female talent by surveying 2,443 women with graduate or professional degrees, they discovered that one in three American women with MBAs chose not to work full-time – compared with one in 20 male MBAs – and that 38% of high-achieving women had turned down a promotion or had deliberately taken a position with lower pay.
Instead of being forcibly barred from top positions by a glass ceiling, these women were avoiding them.
When the researchers looked at women’s motivations to work, they discovered that having a powerful position was the lowest ranked career goal of highly qualified women in every sector. For 85% of the women, other values came first: the ability to work with people they respect, to “be themselves” at work and to have flexible schedules.
Logging millions of air miles, being available 24/7 and facing unpredictable demands and tight deadlines are the mainstays of top-tier jobs. Of the small minority of women in such posts, twice as many women as men described the negative fallout on their families – connecting their kids’ behaviour, school performance, television and eating habits to their own job pressures in what Hewlett calls “a veritable portrait of guilt”. Why is this? (…)
Most women in the West are now in the workplace and young women are doing exceptionally well at school and university in comparison with their male peers. But gifted, talented women with the most choices and freedoms don’t seem to be choosing the same paths, in the same numbers, as the men around them. Even with barriers stripped away, they don’t behave like male clones.
As a developmental psychologist, I began to wonder about the science. We have come to expect that there should be no real differences between the sexes. But the science that’s emerging upends the notion that male and female are interchangeable, symmetrical or the same. The psychology, neuro-science and economics of people’s choices and behaviour have exploded with amazing findings in the past 10 years alone.
In particular, an opiate-like hormone, oxytocin, which one anthropologist calls “the elixir of contentment” (it surges during breastfeeding, childbirth, sex, cuddling and nurturing), has emerged as a key to understanding Elaine’s decision to impose her own glass ceiling. LIKE Elaine, most of the women I have met in studying this phenomenon did not feel forcibly excluded from the most lucrative positions or feel that talented women are routinely barred from the top ranks. (…)
The science of sex differences is a grab bag of surprises. In the early 1980s I was not alone in thinking that men and women had nearly identical brains but had been socialised to take on different roles.
If my husband, a doting father, could leave our newborn daughter after two weeks at home and go to work for 10 hours a day without a backward glance, the script dictated that this was because he had learnt that his role was to be the provider.
And if I felt physical distress about tearing myself away from the baby to go back to work, I had internalised my role as the care giver.
Many of us thought that if only women could tame their outdated sentimentality, if only men offered their babies more bottles, then our parental roles could be reversed. I was amused but admiring when a male friend strapped on a device at a dinner party that allowed him to simulate breastfeeding.
At the time we assumed that men and women were equals – not just in rights and opportunities, as they should be, but also in underlying psychology and behaviour. Any differences, including physical differences, could be fixed via technology, policy or force of will.
This is the “plain vanilla” gender assumption: that female is just a variation of male. It is far from reality.
More than 20 years after my daughter was born, brain imaging and neuroendocrinology have unveiled many of the biological networks underlying mothers’ specific longing for their infants and their drive to nurture them.
There are distinctive design elements in female brains that evolved to promote the survival of infants. An avalanche of hormones at childbirth and during nursing trigger behaviour and emotions that don’t vanish simply because the new mothers have to go to work.
Breastfeeding releases hormones and neurotransmitters that induce euphoria in mothers. Prolactin turns on breastfeeding in females and circulates any time feeding, nurturing or protecting is on the agenda. And oxytocin, “the elixir of contentment”, is evolution’s way of making proximity to infants and feeding them so attractive.
Regular intimate contact becomes a physiological imperative. After infusing her brain with the analgesic and pleasure-inducing effects of oxytocin every few hours when she nurses her baby, a mother is suddenly cut off from her supply when not breastfeeding. That’s why nursing mothers newly returned to full-time work can’t wait to get home to feed the baby again. HORMONES are the catalysts that set dynamic sex differences in motion. Based on studies in animals, scientists expect that certain regions of the brain are not just transformed by hormones early on but are also endowed with receptors that enable the hormones to continue to play a role throughout life. (…)
Oxytocin, the underlying driver in tending children, is also the hormone of befriending. Besides being triggered by childbirth, breastfeeding, nurturing and orgasm, it is also released at critical moments in women’s relationships and menstrual cycles, damping down other stress responses. It helps to keep mothers going, providing sedative and analgesic effects, calming and immediately rewarding the women who instinctively reach out to others when they are in trouble.
Oxytocin is not just a feel-good, nurturing drug. It helps people to read emotions in other’s faces and increases their trust, according to two studies at the University of Zurich. These showed that oxytocin in nasal spray even has a positive effect on men’s usual behavioural limitations: it boosts their trust in social situations and their ability to read facial expressions.
Both studies bolster the idea that this hormone secreted in greater quantities in females – when they have babies, when they nurture them, when they cuddle or have sex with their partners, or when they reach out to others – facilitates females’ capacity for empathy and their trust in others.
Here is evidence, then, that biochemical drivers underlie some of the most obvious behavioural differences we see between the sexes.
Testosterone, secreted in greater quantities in males, may alter some neural connections related to reading others’ emotional states. And oxytocin seems to do the reverse. It seems to help women guess what’s going on inside the heads of other people, enabling them to trust them enough to seek them out, especially when they’re stressed, and to feel pleasure and relief when they do.
Studies have also shown that women on average perceive, experience and remember emotional events more intensely than men do and that these experiences are encoded in more areas of their brains than in men’s. From this, it makes sense that their emotional attachments will figure more strongly in their career decisions.
In the context of male-dominated “extreme” jobs, being aware of others’ needs can be a liability if promotion is the yardstick of success. (…)
(…) THE science showing that many women feel empathy more acutely than many men doesn’t mean they must or should make trade-offs over their work. It simply explains why some women might want to, as the British sociologist Catherine Hakim understands.
For years she has pricked the ire of the European feminist establishment by asserting that persisting gender gaps in pay are the result of women’s deep-seated preferences.
Her worst sin, according to her critics, was asserting that social policy could never allow the majority of women to have it all, since a measurable slice of the population – 10% to 30% – never wanted it all, anyway, and another 60% adapt their ambitions to their family’s needs.
“If you are seriously interested in a career you don’t have time for children and if you are seriously interested in bringing up more than one child, you don’t have the time, effort and imagination for getting to the top of a career,” she told me.
Half of all women in the top professional and managerial grades are childless, Hakim reports, which is similar to women in academic science and engineering. Reliable contraception has allowed them to choose how they want to direct their energies and to plan their ascent.
In Hakim’s case, over the past eight years she has written six books and “there’s no way I could have done that if I had had children. The fact is that children are a 20-year project and a career is a 20 to 40-year project and there is an incompatibility there”.
And she added mildly: “If someone tested me, I’m sure I’d have the highest level of testosterone.”
Source: Times Online, UK
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