How Do Gender Stereotypes Affect Women’s Opportunities for Career Advancement and Promotion?

Despite decades of research and the implementation of gender equity policies, women remain underrepresented in all levels of organizational leadership. This study examines how gender stereotypes held by middle managers in the technology sector influence women’s career advancement into their first leadership positions. Drawing on qualitative data from 19 semi-structured interviews with middle managers in Brazil, the study investigates how gender stereotypes affect women’s career trajectories. The findings reveal that gender stereotypes continue to influence perceptions of leadership—men are often seen as emotionally stable, self-reliant, and process-driven, while women are viewed as emotionally sensitive and people-oriented. These assumptions reinforce definitions of leadership and create barriers to women’s advancement. However, the study also finds that middle managers increasingly value people-oriented leadership, such as empathy, communication, and relationship building. It also identifies barriers women face to advance in their careers, such as conflicting expectations and work-life balance, and explores the promotion process. It contributes to the literature on gender diversity by emphasizing middle managers’ critical role in shaping women’s early career paths and the need to challenge gender biases as well as actively support, understand, and address the challenges women face in the workplace to promote more equitable career advancement.