Despite progress toward gender equality, many women still encounter obstacles in their career paths due to unconscious biases. These biases can manifest in various ways, including stereotypes about gender roles and expectations, double standards in evaluating leadership qualities, and lack of opportunities for mentorship and networking.

One of the most common biases is the perception that ambitious women are too aggressive or bossy, while ambitious men are considered confident and assertive. Another challenge that ambitious women face is the “likeability penalty,” where they are judged harshly for being perceived as unlikeable or challenging to work with. Another way unconscious biases affect ambitious women is how they are evaluated on leadership performance qualities. Women in leadership positions are often judged on different criteria than men, with greater emphasis on interpersonal skills and likability rather than strategic thinking and decision-making.

Mentorship opportunities for women, promoting diversity and inclusion in hiring and promotion practices, and training employees to recognize and address unconscious biases can help to create an inclusive culture that values and supports women in leadership. All leaders must also assess whether their company culture fosters or stifles initiative. Breaking down these workplace barriers can help create a level playing field that allows women to reach their full potential and contribute to their organizations’ success.

Steps leaders can take to minimize unconscious biases toward ambitious women:

■ Shift in mindset about women and ambition

■ Acknowledge and understand unconscious biases towards ambitious women exist in the workplace

■ Use inclusive language and avoid stereotyping or assumptions about women’s abilities or preferences

■ Provide equal career development opportunities for all employees, regardless of gender

■ Encourage and support mentorship and sponsorship programs for women in the workplace

■ Foster open communication and feedback to address unconscious biases and promote accountability

■ Assess and improve policies and practices to ensure gender equity and fairness

■ Celebrate and highlight the achievements and contributions of women in the workplace

■ Set the bar and hold yourself and others accountable for creating a more equitable and inclusive workplace

Attard Leadership Academy, LLC partners with individuals and corporations to help new and emerging leaders create and execute a strategic leadership development plan to champion change, lead teams, and gain influence in their workspace. We help our clients become more confident, engaged, and productive leaders.

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