¶ … gender and leadership diversity and respond to the following questions. In what ways do these institutional barriers intersect with leader behavior and identity? Is it enough for women leaders to develop effective behavior and styles to become more effective leaders?
Eagly & Chin (2010) note that the barriers described intersect with leader behavior and identity in that leaders who are members of these groups are often expected to not only perform leader functions but also to fulfill the stereotypes associated with their group membership. They note that women who do demonstrate more "masculine" traits are often given poorer performance reviews even if their leadership performance is the same. Eagly & Johansen (2003) point out that women do have high levels of leadership performance, and so-called feminine traits are better correlated with positive outcomes than masculine traits, yet there remains discrimination in hiring females into leadership...
The issue is even more complicated for people who incorporate multiple points of diversity, for example African-American females (Sanchez-Hucles & Davis, 2010).
Identify three areas in which future research is needed. What are the ways you might apply their findings to your practice of leadership to create a more diverse leadership group?
Ospina and Foldy (2009) note that leadership literature has in recent years become more inclusive of ethnicity as a consideration. This leads to three areas where future research is needed. With ethnicity and leadership being a relatively new area of study, there is clearly more research needed there. In addition, combinations of ethnicity and gender would be studied, as it pertains the constraints and liberating capabilities of leaders who are both female and non-white. Lastly, there has been almost no study of leadership in the globalized context. The dynamics of race and gender…
