What’s Holding Women Leaders Back?
A large European bio-tech firm with a board-driven agenda to increase the number of women in senior leadership roles was struggling to meet that goal. They asked if the LVI data for a little over 1,000 upper-level leaders could help identify reasons why. In particular, they wanted to know if the 360 ratings showed evidence of bias against female talent.
We designed a series of analyses with a carefully constructed sample. For each of the 244 women in the data base, we selected a man of comparable age, management experience, and tenure working at the same organizational level.
We used two strategies for statistically isolating potential sources of bias. To the surprise of the organization, there was no evidence of bias against women leaders. For instance, male managers did not rate women leaders worse than female managers rated them, peers didn’t rate women worse than men, etc. And there was no evidence of a double-standard—where women needed to demonstrate more competent leadership behavior to be recognized as equally effective as men.
On the other hand, there were statistically significant gender differences in leadership behavior. Most of the women demonstrated a forceful-operational style associated with the tactical management of execution whereas far more men demonstrated a strategic style associated with enterprise leadership.