Here is an excerpt from an article posted by Liz O’Donnell at her website, HelloLadies.com. To read the complete article, check out other resources, and sign up for free email updates, please click here.

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The number of women in the senior ranks of companies worldwide is decreasing, not increasing as one might expect. According to a report from consulting firm Grant Thornton International, the number of women in senior management positions globally has gone from 24 percent in 2004 to 20 percent in 2009. What gives?

Well, change is slow. Very slow, sometimes. In fact, here in the U.S., in ten years, the percentage of female corporate officers in Fortune 500 companies grew only 2 percent, to 14 percent total. The percentage of female board directors grew just four percent, to 16 percent. And the percentage of women who are among the top earners, increased from 12 percent to 14 percent. (Source: Catalyst).

A new report from the Center for Gender in Organizations (CGO) at the Simmons School of Management, “Closing the Women’s Leadership Gap: Who Can Help?,” looks at the factors contributing to the gap and at what can be done to shrink it.

The CGO surveyed more than 300 women at the 2010 Simmons Leadership Conference and found that more than 90 percent of the respondents report experiencing “second generation,” or subtle discrimination at work. According to the press release announcing the report’s availability, “Second generation gender bias includes work cultures and practices that appear neutral on the surface, but can result in differential experiences and treatment of women and men.  Examples include performing ‘invisible’ work, such as resolving problems and bringing teams together, which receives little to no credit; exclusion from key networks necessary for advancement; and being hyper-scrutinized while in leadership roles.”

The study also examined the ways in which women seek help addressing gender bias at work. Survey respondents reported reaching out to their personal connections for advice. It makes sense. When you are feeling a lack of trust or a sense of discrimination, it’s natural to turn to those you do trust and relate to – a spouse, partner, members of your professional networks, peers, mentors – other women. However, the study reveals women perceive greater success in dealing with second generation bias when they get help from a male boss. So while peers, spouses and female coworkers may be most willing to lend support, it pays to be deliberate and persistent in developing relationships with the men at work who hold positions of authority to effectively address gender issues.

The report outlined what women can do to both promote and support other women and to advance their own careers.

• Women bosses and mentors need to complement the socio-emotional advice and support that they give mentees with active sponsorship and strategic advice.

• Women in positions of leadership and authority need to dish out some tough love in order to help mentees. Don’t skip the encouragement, jut balance it out.  And don’t be afraid to sponsor high-potential mentees.

• Women pursuing leadership need to be strategic in seeking out sponsors as well as mentors.

• Understand the power structure in your organization and build relationships with those in position of authority, not just with those with whom you relate naturally.

And finally, women pursuing leadership need to invest in learning more about second gender issues and how they shape women’s paths to leadership.

All though it may seem effective short-term, the heads-down, barrel-through strategy isn’t always the best one. Contrary to what your friends may tell you, it’s not only okay to acknowledge that women experience work differently than men, it’s strategic.

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To read the complete article, please click here.

Liz O’Donnell is public relations professional with more than 20 years of experience promoting companies. She is also a freelance writer whose byline has appeared in outlets including The Boston Globe Magazine, The Atlanta Journal Constitution, PTO Today and Skirt! magazine. Liz leverages her experiences as a working mother to blog about the intersection of feminism and life at Hello Ladies, one of the Top 100 Websites for Working Women, according to Forbes.

Hello Ladies is a news and information source offering compelling content and a unique voice that inspires smart, busy women between the ages of 22 and 55 to advance their agenda at work, at home, and in their communities. It is a place to have some fun and tackle some serious issues too. Visit Hello Ladies to chat about the things that matter to women whether it’s work, friends, politics, parenting, news or shoes. Hello Ladies, this site is for you.

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