What do we mean by a “gendered leadership experience”?
Written by
Natasha Winkler-Titus
Published on
21 August 2025
A gendered leadership experience refers to how a person’s experience of leadership is shaped, influenced, or perceived through the lens of gender — either their own or others’. It highlights how gender norms, expectations, and biases affect opportunities, treatment, and outcomes in leadership positions.
Despite progress, women remain underrepresented in leadership roles, facing systemic barriers such as unequal pay, bias in promotions, and limited access to mentorship. This Women’s Month, it’s important to reflect on these challenges and push for true gender parity in the workplace.
Key aspects of a gendered leadership experience
Different expectations based on social norms of gender
Leaders are often judged differently depending on their gender. For example, women leaders may be expected to be empathetic and nurturing, while men are expected to be assertive and authoritative.
Bias and Stereotyping
Bias is a preconceived judgment for or against someone, while stereotyping applies oversimplified ideas to individuals based on gender. A woman showing assertiveness may be labelled “bossy,” whereas a man is praised as “strong” or “decisive.”
Access and Opportunity
Gender inequality often limits access to promotions, mentorship, or decision-making roles, creating an uneven playing field.
Workplace Dynamics
Gender can influence workplace interactions. Women leaders may be interrupted more often, have their ideas dismissed, or receive less credit for achievements compared to male peers.
Balancing Multiple Roles
Women often carry the “motherload” of family responsibilities alongside their careers (as highlighted in Ameetha Jaga’s research). This dual expectation can limit opportunities for women in leadership.
Representation and Role Models
Fewer women and gender-diverse leaders at executive levels reinforce outdated ideas that leadership is “male.” Greater representation creates more inclusive workplaces.
Why gendered leadership experiences matter
Political scrutiny: Female politicians are questioned about clothing or family, while male politicians are asked about policy.
Motherhood and legitimacy: When Jacinda Ardern became Prime Minister of New Zealand, media questioned her ability to balance motherhood with leadership — something rarely asked of men.
Corporate barriers in Africa: Women dominate sectors like education and banking yet remain underrepresented in top executive roles such as CEOs and board chairs.
Office “housework”: Women are often asked to handle undervalued tasks like note-taking or organizing, while men focus on strategy.
Microaggressions: A microaggression is a subtle, often unintentional slight that communicates bias. For example, a woman engineer being told, “You don’t look like an engineer.”
How women can own their leadership story
To challenge gendered leadership stereotypes, women can:
Lead authentically, embracing their personal journeys, values, and identities.
Share stories of resilience and vulnerability to build credibility and relatability.
Show how personal experiences shape leadership style. For example, a male leader raised by a single mother may champion women’s empowerment in the workplace.
By owning their stories, women leaders reclaim power and inspire the next generation of inclusive leadership.
