Addressing unconscious gender bias: strategies for leadership development

Abstract

PurposeAlthough parity in workplace representation and leadership roles for women has improved, culturally embedded structural barriers, practices, and policies within organizations remain. Organizations can improve inclusivity by understanding the characteristics and impact of unconscious gender bias and implementing related leadership development programs.Design/methodology/approachThis brief examines women’s progress in the workforce and in leadership roles, reviews the characteristics of unconscious bias and its impact on women’s workforce representation, and identifies strategies for addressing gender bias through leadership development.FindingsLeadership research and theory suggest the benefits of organizational training that entails both women-only and mixed-gender training, self-knowledge of leadership styles, examination of assumptions about masculine and feminine ways to lead, and the value of authenticity.Originality/valueThe brief offers practical insights into unconscious gender bias for human resources teams, managers, and leadership trainers by examining assumptions about gender and gendered leadership beliefs.