Episode 178: The Hidden Truth About Gender and Leadership Ratings

Published: November 19, 2025

Details

Are workplace evaluations truly objective—or do subtle perceptions still shape how we see male and female leaders differently? In this episode, host Bre Okoren sits down with leadership researcher Joe Folkman to unpack one of the largest real-world analyses ever conducted on gender and leadership effectiveness. Drawing from 12,000+ 360-degree evaluations, Joe reveals a surprising paradox: women are rated higher overall than men by colleagues who work directly with them, yet consistently rated lower on the very competencies most associated with executive advancement—like strategic thinking and external perspective.

Together, Bre and Joe explore why this “perception gap” persists, how it quietly reinforces the leadership glass ceiling, and what organizations and leaders can do right now to create fairer, more accurate evaluations. With insights spanning global data, behavioral science, and practical organizational solutions, this episode is essential listening for HR leaders, executives, and anyone committed to advancing equity in leadership.

Key Points

1. The Data Tells a Different Story Than Stereotypes

Real workplace evaluations—not hypothetical scenarios—show that female leaders are rated slightly more effective overall by both male and female colleagues. This contradicts many assumptions about gender bias in leadership performance.

2. A “Perception Gap” Is Blocking Female Advancement

Despite high overall effectiveness, women receive lower ratings on strategic thinking, technical expertise, and external influence—competencies disproportionately tied to promotions into senior roles. This subtle gap plays a real role in why fewer women reach the C-suite.

3. Bias Isn’t Just Male vs. Female—It’s Cultural Conditioning

Both men and women showed the same rating patterns, revealing that these perceptions come from deeply ingrained narratives about what leadership looks like, not simple in-group or out-group preference.

4. Organizations Can Close the Gap With Small, Intentional Changes

Structured promotion rubrics, diverse decision-making committees, and equitable access to strategic assignments dramatically increase fairness. Individual women can also counteract perception gaps by actively building visibility around strategic work and external influence.

Webinar

Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and join in a conversation about their latest research in leadership development. Find out more information and register here.

Podcast: Play in new window | Download (Duration: 13:55 — 15.9MB)

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