Why Do People Resist Women in Leadership?

• Women face a leadership labyrinth, not just a single barrier—challenges exist at every step of their journey to leadership.
• The double bind effect forces women to choose between being liked or being respected, often penalizing them either way.
• Implicit biases cause even well-meaning people to unconsciously view women as less capable or authoritative.
• Workplace norms still favor men, with rigid schedules and outdated structures that overlook caregiving responsibilities, often held by women.

Despite coming a long way in achieving equality, there are spaces that still stifle from being assertive. This is not just a result of individual bias but stems from a larger institutional problem. The path to leadership for women is not blocked by a single glass ceiling but rather resembles a labyrinth. It comes with a series of obstacles that must be navigated at every stage of the journey. 

In this article we will explore the aspects which cordon women in leadership.

The Double Bind Effect

Women face a dilemma in the type of leadership style they exhibit. On one hand, they are expected to be communal and on the other hand they are expected to be agentic. If they are too selfless and helpful, they are not respected. But if they are too assertive and dominant, they are not liked. Our society holds women harder than men, when it comes to exhibiting leadership style. 

Kim Campbell, Canadian’s ex- prime minister said she was liked as a leader but not as a woman. It was because her leadership style was too assertive which was not appreciated by most. 

This means women are penalized for whatever they do. Their expectations of a role are always in conflict with expressions of identity. This may lead to coupled stress and burnout in women.

Implicit Biases About Women

This problem of double bind may arise from innate biases that people may hold about women. Even when people believe in gender equality, they can still behave in biased ways—often without realizing it. The impact of these implicit biases are negative. This is something visible in our day-to-day lives too. Women are paid less and they are not given the same opportunities. They are held harshly for mistakes and in most cases are not taken seriously. 

Gender Stereotypes and Leadership

Gender stereotypes often predispose men and women to behave in different ways. This may be another major reason for people to show double bind.

It is usually assumed that women will not be able to travel or they may leave the job after marriage, etc. Because of this, people are less likely to think that women have leadership ability . Thus they are more likely to evaluate their leadership negatively. Because of this mismatch, women often have to work harder just to prove they belong in leadership roles.

Workplace Rules That Favor Men

Many workplace rules are designed to favor men. These roles often come with outdated expectations, such as long hours, constant availability, and little room for caregiving responsibilities. Today, while both men and women are part of the workforce, these traditional workplace norms still persist to disadvantage women. A woman is  expected to be an ideal superwoman. Someone who smoothly switches between the traditional duties of a homemaker and a working professional.

Despite progress in gender equality, women continue to face resistance when stepping into leadership roles. This is not because they lack skill/ ambition, but because of a complex web of implicit biases and outdated structures. Women are held to different standards than men. They are  caught in the double bind to constantly having to prove their worth. True equality will only be possible when we recognize these patterns and actively work to change them. This will be only possible by challenging stereotypes, redesigning workplace norms, and making leadership accessible to all. The goal is not just to make room for women at the table, but to reshape the table itself.