Gender Stereotypes in the Workplace: Obstacles to Women's Career Progress

By M. Heilman, E. Parks‐Stamm. 2007

184 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/d30a39bc6ee1210ec1167b776ad004630fc46a6b

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

1. Sabine Sczesny
2. L. Horvath
3. A. Eagly
4. M. Heilman
5. R. Ely
6. Alyson Meister
7. D. Kolb
8. H. Ibarra

In Organizational Behavior and Human Resource Management

1. A. Eagly
2. Sabine Sczesny
3. R. Ely
4. L. Horvath
5. H. Ibarra
6. D. Kolb
7. Alyson Meister
8. A. Sinclair

In Sociology and Political Science

1. Sabine Sczesny
2. L. Horvath
3. M. Heilman
4. A. Eagly
5. R. Ely
6. D. Kolb
7. H. Ibarra
8. Alyson Meister

Citations in the corpus

• Identities under scrutiny: How women leaders navigate feeling misidentified at work (2017, background): “Women who conform to the behavioral requirements of the role can be seen to be violating the communal ‘warm and kind’ female societal role expectations (Eagly & Karau, 2002; Heilman & Parks-Stamm, 2007; Heilman, Wallen, Fuchs, & Tamkins, 2004; Johnson, Murphy, Zewdie, & Reichard, 2008).”
• Gender stereotypes and workplace bias (2012, background): “Prescriptive stereotypes establish normative expectations for men’s and women’s behavior, resulting in the devaluation and derogation of women who directly or indirectly violate gender norms (Heilman, 2001; Heilman & Parks-Stamm, 2007).”
• Gender Stereotypes Are Alive, Well, and Busy Producing Workplace Discrimination (2008, background): “Such conditions increase evaluative bias because they exaggerate lack of fit with male sex–typed roles (Heilman & Parks-Stamm, 2007).”
• Taking Gender into Account: Theory and Design for Women's Leadership Development Programs (2011, methodology): “…thus is difficult for even the most accomplish manager (Kotter, 2007), but women can be further encumbered by gender stereotypes: the directive behaviors that people associate with leadership tend not to be viewed as typical or attractive in women (for a review, see Heilman & Parks-Stamm, 2007).”
• Reducing women’s lack of fit with leadership positions? Effects of the wording of job advertisements (2015, background): “As women’s perceived lack of fit with leadership positions is particularly pronounced for positions high in status and authority (Heilman & Parks-Stamm, 2007), we also varied the status of the position: A project leader position with lower status versus a CEO position with higher status.”