Generalised beliefs and oversimplified assumptions about groups of people can negatively influence our decisions, sometimes without us realising it.

Despite decades of progress toward equality, gender stereotypes still exist and these stereotypes impact how women are treated in the workplace.

Many women find themselves in a no-win situation. If they are assertive, they are labelled as aggressive. If they are collaborative, they risk being viewed as less competent or decisive, especially in leadership roles. This can lead to them having their authority undermined.

These biases can also affect promotions, project assignments, and mentorship opportunities, keeping women out of top positions. This leads to a lack of diversity in the leadership team, and talented women leaving for better opportunities.

Stereotyping women in the workplace is damaging to individual women and to your business in general.

Common stereotypes about women

Women with children and women without children both have their own set of stereotypes to navigate, but before we look at those, we’re going to explore some of the more general stereotypes and assumptions faced by women.

Leadership requires more masculine traits: Assertiveness, decisiveness, and confidence are viewed as desirable leadership traits. Unfortunately, many of these traits are typically viewed as masculine, perpetuating the idea that women must “act like men” to get ahead. It discourages women from embracing authentic leadership styles and undervalues traits such as empathy and emotional intelligence.

Women are better at support roles: Stereotypes dictate that women are caring, nurturing and helpful, and are therefore more suited to administrative, care, or human resources roles rather than technical or executive positions.

Assertive women are ‘bossy’: Confident women are often viewed negatively, characterised as bossy or aggressive, while their male counterparts are seen as assertive and decisive.

Women are too soft: Women are often labelled as kind, sweet, and gentle, suggesting they will struggle to make the tough decisions, have difficult conversations, or negotiate effectively. As a result, they may be overlooked for high-level roles or leadership opportunities.

Women get too emotional: When women show emotion at work, they are often viewed as being overly sensitive or irrational. It undermines their leadership and decision-making credibility, often leading to their input being dismissed or undervalued.

Attractive women get ahead: When a man progresses quickly in his career, it is celebrated. When a woman does it, there is scepticism, especially if she fits with societal beauty standards. Comments such as “She must have slept her way to the top” are often used to diminish the achievements of women, implying their accomplishments cannot possibly be a result of talent, competency and proficiency.

Common stereotypes about women with children

Women with children encounter their own set of stereotypes (often referred to as “maternal bias”) that can limit career progression.

Research shows that mothers are less likely to be hired and, if hired, are often offered lowers starting salaries compared to childless women or men in equivalent roles.

In addition, women who take maternity leave or request flexible hours often experience a drop in how their performance is perceived, even if their output remains strong.

Distracted and less dedicated: Mothers are frequently seen as being less dedicated to their jobs, with the assumption that their attention and priorities will revolve around their children, not their work. Assumptions that women are preoccupied with family responsibilities can result in them being given less responsibility or fewer challenging projects.

Pressure to be perfect: There’s often an expectation that women must prove themselves as both “perfect” mothers and ideal employees, creating an impossible standard and emotional burden. These pressures lead many mothers to feel greater guilt about work-family conflicts, a pressure that fathers generally do not experience to the same extent.

Ambition should be put on hold: Mothers who seek advancement in their careers are often met with scepticism, subtle discouragement, and suggestions that they should step back from work to focus on raising their children.   

Common stereotypes about women without children

Just as women with children face negative stereotypes and biases, women who do not have children face a unique set of assumptions. These are some of the most under-discussed stereotypes and are perhaps some of the most hurtful.

Some women are unable to have children due to medical reasons. Other women are childless by circumstance or through loss. Some women are childfree by choice.  

These women may not feel comfortable sharing their reasons for not having children, which can lead to incorrect and unfair assumptions being made.

Must be career obsessed or selfish: When women advance in their career but don’t have children, they are often seen as career obsessed. This can lead to stereotypes that they are selfish, emotionally cold or lacking nurturing qualities, which can undermine their likeability or suitability for certain roles.

Not fulfilling “true” womanhood: Women without children are often judged against societal norms that equate femininity with motherhood. This can result in feelings of exclusion, marginalisation, and the perception that they are incomplete or “lesser” women.

They might change their mind: Colleagues may assume women without children will eventually want them, treating their current commitment to work as temporary and overlooking them for promotions.

Always available and more flexible: Women without children are often seen as having fewer responsibilities and commitments. They are often expected to work extra hours, cover for colleagues with children, or take less-desirable shifts and holiday slots. Their life outside of work is often deemed to be less important, which is unfair and demotivating, and can cause resentment and stress.    

“Othering” and social exclusion: Childless and childfree women may be left out of conversations or excluded from social circles centred on parenthood. They may also experience incivility because they do not share the common bond of having children.

Breaking the cycle

To break the cycle, we need to recognise and dismantle gender stereotypes. Challenge assumptions when you hear them, especially subtle ones, and avoid making assumptions or judgements about women based on age, appearance, marital or parental status, and personality traits.

Celebrate differences and diversity in life choices and leadership styles, and promote based on performance not assumptions. Advocate for talented women, help them achieve their potential, and build diverse leadership teams.

 Developing your leaders with Alternative Partnership

Alternative Partnership offers a range of support for leaders of any gender and any level of experience.

As well as delivering leadership coaching ourselves, we also deliver ILM accredited Coaching and Mentoring training programmes. Not only do learners improve their skills and knowledge, they also gain a nationally recognised, formal qualification.

Having qualified coaches and mentors within your organisation will help you develop future leaders and attract better candidates to leadership roles.

As well as Coaching and Mentoring qualifications, we also offer ILM-accredited Leadership and Management training programmes.

Find out more about our current ILM courses here or get in touch to discuss how our services could benefit you.