This research examines gender bias in leadership recognition. Despite evidence that women exhibit effective transformational leadership, male employees often undervalue female leaders. This bias affects promotion decisions, reinforcing the glass ceiling. The study highlights the need to address perception gaps to achieve genuine gender equality in senior leadership roles.

This research examines gender promotion gaps by analyzing policies, retention, and performance together. While promotion policies are gender-neutral and retention explains part of the gap, differences in measured performance—driven by reduced working hours—account for most disparities. Results show that how performance is defined critically shapes outcomes and policy effectiveness.