Excellent. My suggestions are mainly to make it more colloquial. They don't necessarily imply that what you've written is wrong.The first article, written by Sarah E. Needleman and published in The Wall Street Journal, reflects results of studies, conducted by Bain & Co. and Catalyst Inc. companies concerning job chances that men and women have.
According to the first
researchstudy, men mostly believe that they have equal career opportunities and possibilities concerning careers withto women, [equal to women] while themore than a half of the latterwomen think that men have a bighuge and unfair advantage. The second researchstudy shows that itthe disparity is, in fact, even biggerlarger than women think. The overwhelming majority of executive and board positions belong to men.
[A piece of research is generally referred to as a 'study'. We don't use 'research' as a countable noun. Researchers do research. You can refer to their research, but generally not to their 'researches'. ]
Big, bigger, etc. are rather informal. You can generally use 'large' instead, as well as 'huge', 'sizable', 'substantial' and others.
Moreover, women are most often assigned to roles which do not require decision-making, planning
andor developing strategies. Men are usually the ones who determine companies’ current and future activities.
isconcludes with the suggestion that this difference can be achieved by more thorough researching of women’s skills and abilities, thus finding the position for them that suits the most.
[I'm not sure what you are saying here. The difference in job roles can be achieved by more research?]
The second article, written by Diana Middleton and also published in The Wall Street Journal, shows that women, despite having the same
degreeeducation as men, tend to receive smaller payments. and achieve then they.[have fewer achievements?] Furthermore, men’s salary tends to grow faster.
However, it appears to be so only for those starting their careers from lower levels. Women
thatwho begin withat mid-level or senior executive ranks usually have the same career progress as men starting with the same positions. The problem, however, is onlythat women usually do start from lower ranks in the company , often lower than men. [The topic is pretty clear by now]
Professor Ann Bartel believes that the problem is hidden within the inevitable association of women with giving birth. From one point of view, bosses expect that women at some point in the future are going to need some time for babysitting, and therefore are [ambiguous subject - bosses or women?] not that eager to promote them to positions which require commitment and large amounts of time. On the other hand, women know it themselves too, and subtly do not wish to be promoted to such positions.
The only way to resolve the problem, as seen by Professor Bartel, is by redesigning jobs within the company to be more time-flexible and
possibleable to be done from home.