Attractive people earn about 5 percent more in hourly pay than their average-looking colleagues, who in turn earn 9 percent more per hour than the plainest-looking workers.
This means if an average-looking person earned $40,000, their prettiest co-workers would make $42,000 while their least attractive colleagues brought home just $36,400.
Plain-looking workers may also receive fewer promotions than those awarded to their more striking contemporaries.
Telecommuters are less likely to get promoted than peers who head into the office every day, according to a global survey of 1,300 executives released Tuesday by Los Angeles-based executive search firm Korn/Ferry International.
That’s even though most of the executives consider telecommuters to be at least as productive as their desk-bound colleagues, according to the survey. And three-quarters of those bosses also said they’d like a job in which they could regularly telecommute.
Here at Fast Company, our top managers and editors were all recently asked to take the MBTI evaluation and submit their results to HR, resulting in more than a little anxiety. What would the results be used for? Who would get to see them? What if my type didn’t match what the boss thought he wanted in a management-level person? Turns out that these are all questions every applicant should feel confident asking their managers or prospective managers administering a personality test. Try to understand why your manager is interested in personality theory. Remember that this process gives you as much insight into the corporate management philosophy as the test will give the company into your personal philosophy. “They can be useful learning tools,” says Lara Kammrath, who teaches management at Columbia’s Graduate School of Business, “but are worrying in other uses because of their very low ability to predict actual workplace behaviors.”