On Judging Female Leaders More Harshly
Readers. Indulge me for a moment by reading the following newsbrief:
“Washington—In response to slowing sales growth in the children’s products industry, Joyful Child Co. has aggressively sought to reduce its manufacturing costs and to ensure that its children’s products remain affordable. Earlier this year CEO Abigail Clayton stated, “We continue to strive to be the best value in the market while providing products that exceed our customers’ expectations.”
Today a leading consumer advocacy group released a report containing the results of their independent laboratory tests of children’s mattresses from Joyful’s line of organic bedding. Many consumers buy organic bedding because of concerns about child allergies or skin sensitivities. Unlike genetically modified fibers, organic fibers are not exposed to pesticides or other chemical treatments. However, today’s report raises concerns regarding the accuracy of claims made by Joyful about the cotton used to produce these mattresses. Lab results show that several mattresses contained genetically modified cotton fiber and failed to meet the organically produced standard that Joyful had advertised to consumers. Further investigation into these results revealed that the contaminated cotton was because of a manufacturing problem that caused batches of organic and genetically modified cotton fibers to be mixed together.
Several Joyful employees, speaking on condition of anonymity, revealed that the company had been aware of the problem for nearly 6 months, but failed to take action because of the high cost of replacing the contaminated cotton fiber. CEO Abigail Clayton has not yet commented on the report’s findings. The price of Joyful Child Co.’s stock declined 5% following the report’s release.”
How Do You Feel About Abigail Clayton After Reading This Briefing?
Outraged? Angry? Disgusted? Should Ms Clayton be removed from her post? Would you be willing to continue to support the organization?
What if Abigail Clayton was actually… Adam Clayton.
This is exactly what was tested in a 2019 study by Nicole Votolato Montgomery and Amanda P. Cowen from the University of Virginia. The study found that companies are judged more harshly for their ethical failures if the CEO is a woman rather than a man. On the flip side, they found that if the failure was due to incompetence, women were judged less harshly than men.
We Tend To Judge Female Leaders Differently Than Males
Previous research has shown that we tend to judge female leaders differently than males. Women tend to get less credit and reward for similar or identical organizational outcomes. Why? Because women are communal (eg. “helpful”, “sensitive”, and “good at listening”), a trait that is at odds with the stereotypical characteristics of an independent and fierce leader, leading their success to be attributed to external factors rather than skill and competence.
Rather than successes, what about judgements about failures? How do we see women leaders compared to men for companies who have made a mistake?
It seems these communal stereotypes play out when it comes to organizational failures too - and how the public reacts. Montgomery and Cowen found that when it came to organizational failures of an ethical variety, respondents were less likely to purchase from that company if the CEO who committed the transgression was a woman. Harsh! But not out of line. In fact, research has shown that even women in non-leadership positions are found to pay higher penalties for ethical transgressions than men.
The authors have this great line that illustrates this point perfectly: “During the 2016 U.S. presidential campaign several polls found that Donald Trump was perceived as more trustworthy than Hillary Clinton, despite evidence that he made more false statements”.
What Does This Mean?
It means that although there has been increased focus on getting women into top organizational spots, a lot of work remains to be done on equal perceptions of effectiveness and ethicacy once women are up there.
This study also shows that the gender of a leader has an impact on organizational outcomes - specifically, after a failure. Getting your customers back might be impacted by it. Since organizational success ultimately impacts the career of the CEO (i.e. staying in the role, their compensation, etc.) this is important for all the Lady Bosses out there.
It also links back to the debate about women leaders having to adopt masculine traits (a la Margaret Thatcher) to be successful.
Two points of advice for the Lady Bosses
So what is a strong, independent Lady Boss to do when confronted with this information?
Do Your BesT!
As CEO, it probably goes without saying to try your very best not to lead an organization towards failure. Additionally, try your very best not to do unethical things. (This point was meant to be funny)
Be yourself!
Here are a couple great reasons why you don’t need to act like a man at work:
Being inauthentic is exhausting. I tires out your prefrontal cortex. It takes up space in your head you need for making decisions since you are a BOSS.
Companies with diversity thrive.
Women have made great sacrifices and great strikes for equality - but it’s a journey. Keep it going.
Being yourself at work makes space for creativity and risk-taking; two very important traits needed for employees and leaders alike to innovate and boost the bottom line.
I understand how frustrating it can be to read this: after all, I can force myself to question my own preconceived notions and stereotypes, but I can’t force my boss or my performance review panel to do it. I can attest to being punished for gaining an individual achievement, when the equivalent achievement in a male peer is celebrated. Standing up for myself can be seen as ‘not a team player’ because it’s not communal. Untrue. Unfair. Uncalled for.
These gender-based norms are long-lasting and they are going to be hard to shake. As the next generation of leaders, we can work together to open up this discussion, get people to question their biases and judgements, and help make a place for everyone at all levels of organizations.
Dare to dream!
Love,
