Why women still aren’t being seen as leaders at work.
Why women still aren't being seen as leaders at work.
This article was originally published on The Futurity.
Despite progress toward greater gender equality, on average, men are still more likely than women to emerge as leaders, according to a new study.
“As a society, we’ve made progress toward gender equality, but clearly we’re not quite there,” says Katie Badura, a doctoral student at the University at Buffalo School of Management. “Our results are consistent with the struggle many organizations face today to increase diversity in their leadership teams.”
The researchers primarily attribute the gender gap to societal pressures that contribute to gender differences in personality traits. For example, men tend to be more assertive and dominant, whereas women tend to be more communal, cooperative, and nurturing. As a result, men are more likely to participate and voice their opinions during group discussions, and be perceived by others as leader-like.
“THE GENDER GAP WAS STRONGEST DURING THE FIRST 20 MINUTES PEOPLE WERE TOGETHER, SIMILAR TO AN INITIAL JOB INTERVIEW, BUT WEAKENED AFTER MORE THAN ONE INTERACTION.”
“We found showing sensitivity and concern for others—stereotypically feminine traits—made someone less likely to be seen as a leader,” says Emily Grijalva, assistant professor of organization and human resources. “However, it’s those same characteristics that make leaders effective.
“Thus, because of this unconscious bias against communal traits, organizations may unintentionally select the wrong people for leadership roles, choosing individuals who are loud and confident but lack the ability to support their followers’ development and success.”
While group size and participants’ ages didn’t affect the gender gap, the length of time participants spent together was an important factor in whether men or women emerged as leaders, the study shows. The longer a group spent together, the less gender influenced who emerged as the group’s leader.
The researchers suggest promoting the value of communal behaviors in performance evaluations, prompting quieter individuals to share their ideas, and being mindful of any unconscious biases a manager or staff may have.
“In the Obama White House, female staffers adopted a strategy of amplifying one another’s comments during meetings and giving credit to the individual who said it first, to ensure that women’s voices were being heard,” Badura says. “Tactics like this help the most qualified individuals stand out and emerge into leadership roles—regardless of gender.”
The findings appear in Personnel Psychology.
The University at Buffalo Gender Institute supported the work. Other coauthors are from Northwestern University, the University of Illinois at Urbana-Champaign, and the University of Maryland.
Source: University at Buffalo
Original Study DOI: 10.1111/peps.12266