Abstract
In this article, new knowledge related to managing gender bias provides a context to discuss women in leadership. This study explored how women on corporate boards coped with gender bias. Social identity theory and the role congruity theory of prejudice provided a conceptual lens of the study. Through semistructured interviews with six women on corporate boards from Canada, reflective journaling, and analysis of physical artifacts related to women revealed seven emergent themes using Yin’s five phases of analysis. The findings of this study can be used by women to be more effective in managing gender bias in their leadership roles.
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
