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Castaño AM, Fontanil Y, García-Izquierdo AL. "Why Can't I Become a Manager?"-A Systematic Review of Gender Stereotypes and Organizational Discrimination. Int J Environ Res Public Health. 2019;16(10)doi: 10.3390/ijerph16101813.
Castaño, A. M., Fontanil, Y., & García-Izquierdo, A. L. (2019). "Why Can't I Become a Manager?"-A Systematic Review of Gender Stereotypes and Organizational Discrimination. International journal of environmental research and public health, 16(10), . https://doi.org/10.3390/ijerph16101813
Castaño, Ana M, et al. ""Why Can't I Become a Manager?"-A Systematic Review of Gender Stereotypes and Organizational Discrimination." International journal of environmental research and public health vol. 16,10 (2019). doi: https://doi.org/10.3390/ijerph16101813
Castaño AM, Fontanil Y, García-Izquierdo AL. "Why Can't I Become a Manager?"-A Systematic Review of Gender Stereotypes and Organizational Discrimination. Int J Environ Res Public Health. 2019 May 22;16(10). doi: 10.3390/ijerph16101813. PMID: 31121842; PMCID: PMC6572654.
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Int J Environ Res Public Health. 2019 May 22;16(10). doi: 10.3390/ijerph16101813.

"Why Can't I Become a Manager?"-A Systematic Review of Gender Stereotypes and Organizational Discrimination.

International journal of environmental research and public health

Ana M Castaño, Yolanda Fontanil, Antonio L García-Izquierdo

Affiliations

  1. Department of Psychology, Universidad de Oviedo, 33003 Oviedo, Spain. [email protected].
  2. Department of Psychology, Universidad de Oviedo, 33003 Oviedo, Spain. [email protected].
  3. Department of Psychology, Universidad de Oviedo, 33003 Oviedo, Spain. [email protected].

PMID: 31121842 PMCID: PMC6572654 DOI: 10.3390/ijerph16101813

Abstract

Women continue to lag behind for accessing managerial positions, partially due to discrimination at work. One of the main roots of such discrimination is gender stereotyping, so we aim to comprehend those biased procedures. First, we have analyzed those highlighted gender lawsuit cases in the scientific literature that have dealt with stereotypes both in the American and the European work contexts. Second, meta-analytic studies regarding organizational consequences of gender stereotypes have been synthetized. Third, gender stereotypes have been grouped by means of a content analysis of the existing literature after processing 61 articles systematically retrieved from WOS, SCOPUS, and PsycINFO databases. As a result, a taxonomy of gender stereotypes has been achieved evidencing that descriptive and prescriptive stereotypes have an impact on decision-making procedures through the apparently perception of women as less suitable for managerial positions. Moreover, we offer a deep explanation of the gender discrimination phenomenon under the umbrella of psychosocial theories, and some measures for successfully overcoming management stereotyping, showing that organizational culture can be improved from both the perspective of equal employment opportunities and the organizational justice frameworks for reaching a balanced and healthier workplace.

Keywords: decent work; equal employment opportunities; gender discrimination; healthy organizations; managerial positions; organizational justice; stereotypes; systematic review

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