Benefit of the Doubt: How Gender Bias Affects Leadership Evaluations

Female leaders are often given the benefit of the doubt when things don’t go as planned, with failures being attributed to bad luck. However, male leaders are more likely to be blamed for negative outcomes, with their decision-making being labeled as selfish. This is the finding of a recent study by researchers from the University of East Anglia, the University of Melbourne, and Monash University in Australia. The study also discovered that women are generally favored in leadership evaluations, but warned that this could be due to a form of sexism known as benevolent sexism.

The researchers examined how decisions made by male and female leaders were evaluated, and whether gender played a role in those evaluations. They found that despite the evaluators’ biases favoring women, the discrepancy could be attributed to a type of sexism that, on the surface, appears to be positive towards women but in reality still reinforces gender stereotypes.

It has been hypothesized that male evaluators may feel the need to treat female leaders more favorably than male leaders, thus providing them with greater benefit of the doubt when things go wrong. This could be due to stereotypical beliefs suggesting that women are not as competent as men in high-level leadership roles and, therefore, require additional support.

Katherine Grice, co-founder of women’s business coaching company Topbird, explains that the study highlights the complexity of gender bias in today’s society. She believes that for organizations to truly address gender bias, leaders need to be trained to deliver excellent results and employee experiences, regardless of their gender. She also suggests that employers must take a hard look at whether they are treating male and female leaders equally in terms of opportunities for promotion, decision-making authority and compensation.

Grice’s sentiment is echoed by the authors of the study who warn that unless organizations address the subtle forms of gender bias that exist within their own systems and cultures, progress towards greater gender equality will be slow at best.

They urge businesses to constantly question whether there are any blind spots regarding gender bias and to take action to address these issues. This means examining every aspect of the organization’s culture, from hiring practices to performance evaluations. It also means creating a safe space for employees to report any instances of bias they encounter and taking swift action when necessary to rectify the situation.

Ultimately, the study suggests that gender bias is a complex issue that requires a nuanced approach in order to create meaningful change. If organizations are committed to promoting equality and diversity in their leadership ranks, they must be willing to ask the difficult questions and take the necessary steps to address any biases that may exist. By doing so, they will be better equipped to attract and retain top talent, and create a more inclusive workplace culture that benefits everyone.

The full study can be downloaded here for those who want to learn more. By acknowledging the existence of gender bias and taking steps to combat it, organizations can become leaders in promoting a fair and equitable workplace for all employees, regardless of their gender.

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