Clinton, Oprah & Madonna: Women Leaders Still Need to Navigate Gender Stereotypes
Women in business and academia who want to take on leadership roles should be tooting their own horns — but not too cheerfully.
That’s the gist of the findings of German researchers analyzing the selection and assessment of leaders in business and academia, and looking for ways to challenge gender stereotypes.
For women to gain leadership roles, they are expected to check off a range of boxes — usually demonstrating improved negotiation skills, networking strengths and the ability to develop a strategic career ladder.
“But even these skills are not enough,” said Professor Isabell Welpe.
“They ignore the fact that there are stereotypes that on a subconscious level play a decisive role in the assessment of high achievers. Leaders should be assertive, dominant and hard-lined; women are seen as mediators, friendly, social.”
In a number of studies, researchers presented a variety of scenarios with (potential) leaders and their employees to randomly selected individuals. They then asked the study participants about their perceptions and expectations.
Investigators discovered that — illogically — the same behavior exhibited by women and men in leadership positions is assessed in different ways. Also, if employees were assigned a task in a certain scenario, the study participants expected better performance if a man had delegated the work.
In another scenario, managers varied the extent of decision-making power accompanying tasks delegated to employees.
From the viewpoint of the employees, all study participants preferred leaders who allowed a greater degree of freedom.
Unlike the male study participants, female managers who did not delegate decision-making power were viewed less favorably than male bosses who behaved the same way.
“There is still the belief that men in leadership positions show more assertiveness towards their staff,” said Welpe.
“The surprising thing is that some female stereotypes are more reinforced in the minds of women themselves — for example their tendency to accept a dominant leadership style in men.”
Overall, the researchers found that stereotypes can change but purposeful behavior must occur.
Previous studies have shown that individuals who are seen as willing to lead do in fact have a greater chance of being appointed to a leadership position. This puts women at a disadvantage because they are, on average, perceived as being less interested in management roles.
In the current study, researchers developed scenarios in which men and women were either cheerful or proud of their personal performance, or else showing no emotion at all. Those who came across as proud were assessed as having greater leadership willingness.
This effect was significantly more pronounced in the case of the women in the study. “Women who looked cheerful were judged to less willing to lead,” explains Welpe. “Pride, on the other hand, is positively associated with leadership qualities.”
The researchers hope to develop training programs based on their findings. These will be aimed at helping companies and scientific organizations assess the potential and performance of men and women beyond the limitations of stereotypes.
Source: Technische Universitaet Muenchen
Nauert PhD, R. (2015). Clinton, Oprah & Madonna: Women Leaders Still Need to Navigate Gender Stereotypes. Psych Central. Retrieved on October 28, 2016, from http://psychcentral.com/news/2013/06/05/clinton-oprah-madonna-women-leaders-still-need-to-navigate-gender-stereotypes/55624.html