Filling the pipeline: addressing gender differences in internal motivation to embrace diversity on the board

Purpose This study examines gender differences in internal motivational factors that influence leadership aspirations, with a focus on how these differences shape pathways to boardroom diversity. Design/methodology/approach Drawing on self-determination theory (SDT) as the primary theoretical framework, and complemented by agency theory and gender role congruity theory, we analyzed responses from 366 Norwegian executives. Using chi-square tests and multidimensional scaling, we assess both the presence and relative salience of motivational factors. Findings Results reveal significant gender-based motivational differences. Women prioritize relational and ethical factors such as feedback, cooperation and trust, while men emphasize achievement and challenge. Female leaders show stronger alignment with creativity, people development and transformational change. Multidimensional scaling analysis shows that women’s motivations are more integrative and value-driven, whereas men’s are more individualistic and performance-oriented. These patterns reflect differentiated fulfillment of SDT’s core needs – relatedness, competence and autonomy – and are amplified by leadership roles. Research limitations/implications Firms should design leadership development programs to match diversity in motivational patterns, promoting more effective and inclusive appointment pipelines. Findings emphasize that achieving real board diversity requires addressing not only external barriers but also internal motivational factors, particularly those aligned with collaboration, ethics and social impact. Although a single-country focus homogenizes the institutional context, it may limit generalizability. Future studies should explore these dynamics across different cultural settings. Originality/value This study contributes to the literature by integrating SDT with structural and sociocultural theories to explain gendered motivation in leadership. It introduces a weighted analysis of motivational salience and reveals how motivational configurations – not just traits – shape leadership readiness and diversity outcomes with the help of spatial modeling.