MASCULINITY AND LEADERSHIP INEQUITIES AN EXAMINATION OF THE WAYS IN WHICH MASCULINE CULTURAL NORMS UNDERLIE THE BARRIERS TO WOMEN’S LEADERSHIP ACQUISITION

Abstract

Research clearly shows that increasing the number of women in leadership positions yields financial benefits for the organization. Despite this, there has been limited upward movement in the percentage of women in senior leadership positions. Although some research has extensively examined this from the perspective of bias against women, few studies have examined the linkage between masculine identity and talent decision-making choices. Using a mixed methods approach, this dissertation deepened existing research through two studies focused on four aspects of masculine cultural norms and how they implicitly create barriers against women’s career ascension. Study One examined whether individual masculine identities play a role in creating these barriers through a qualitative interview study of ten male executives. The study found that masculine cultural norms were evident but were being perpetuated and reinforced by organizational culture and historically defined processes instead of individual masculine identities. These norms are rapidly changing due to larger societal, cultural shifts. Study Two shifted the focus onto processes, examining the relationship between these masculine culture attributes and the processes within the organization to determine the extent to which they create barriers specifically around promotion processes. Study Two evaluated these relationships through a large-scale survey study and found that masculine culture norms negatively affected fairness perceptions of promotion and developmental assignments for everyone – regardless of gender.