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beyond ~40–50 hours per week, the marginal returns from additional work decrease rapidly and quickly become negative. We have also demonstrated that though you can get more output for a few weeks during “crunch time” you still ultimately pay for it later when people inevitably need to recover.

My intellectual conclusion is that these companies are both destroying the personal lives of their employees and getting nothing in return.

This kind of attitude not only hurts young workers who are willing to “step up” to the expectation, but facilitates ageism and sexism by indirectly discriminating against people who cannot maintain that kind of schedule.

When you create a culture where women are casually torn apart in conversation, how can you ever stomach promoting them, or working for them?

It’s hard to violate social norms; it’s even harder when doing so means jeopardizing millions of dollars in future earnings. For an intern, a connection with a managing director can mean a foothold in one of the most lucrative career paths in the world.

A woman has never been the chief executive of a major investment bank. Only about 2 percent of hedge fund managers are women. During my years on Wall Street I never saw a woman run a trading or sales desk, which is the first step toward executive management.

If you take away only one thing from this article, let it be this:  the oppressive messages (spoken and unspoken) that you receive from others are based on their own faulty beliefs, perceptions and projections about women.  You have adopted those as your own incorrect beliefs and they have become part of your self-identity.  Internalized oppression is habitual negative thinking and beliefs that you use against yourself.