NEW! How gender bias inhibits progress and what leaders can do about it

Amy Diehl
Ms. Magazine
August 18, 2021

Innovation requires a diversity of thought and perspective. Women must be equitably represented in our industries and barriers to their full participation eliminated.

Guys’ is not gender neutral–let’s stop using it like it is

Amy Diehl
Fast Company
April 27, 2021

We can all help the English language evolve towards inclusivity by eliminating the usage of “guys” when referring to people who are not male gender.

We need to stop ‘untitling’ and ‘uncredentialing’ professional women

Amy Diehl & Leanne Dzubinski
Fast Company
January 22, 2021

We propose new terms for an old practice of omitting titles for women while using them for men that diminishes women’s authority and credibility.

We need to talk about using pet names for women at work

Amy Diehl & Leanne Dzubinski
Fast Company
October 29, 2020

Pet names like “missy,” “kiddo,” and “girl” aren’t cute or funny. Language like this in the workplace is unprofessional and sexist.

Measuring the invisible: Development and multi‐industry validation of the Gender Bias Scale for Women Leaders

Amy Diehl, Amber Stephenson, Leanne Dzubinski, David Wang
Human Resource Development Quarterly
April 2020

Presents comprehensive 47-item scale which measures women leaders’s experiences and perceptions of gender bias and introduces six primary factors and 15 subfactors of this bias.

3 ways to mitigate gender bias in higher ed technology departments


Amy Diehl
University Business
Feb 4, 2020

Unconscious bias and invisible barriers embedded in organizational cultures constrain opportunities for women. Higher education technology departments are not immune. This article presents three ways leaders can mitigate gender bias in their higher education IT departments.

Women’s ways of leading: The environmental effect


Leanne Dzubinski, Amy Diehl & Michelle Taylor
Gender in Management: An International Journal
Feb 2019

The pressure on women to conform to an organization’s executive leadership culture can be enormous. This conceptual paper presents a four-quadrant model which describes ways in which executive-level women are constrained to self-monitor based on context.

Journal of Leadership Studies

The problem of gender essentialism and its implications for women in leadership

Leanne Dzubinski & Amy Diehl
Journal of Leadership Studies
June 2018

How does gender essentialism, or the belief that gender differences are tied to biology, affect research on women in leadership? Analyzes research and includes implications for leadership practice.

Making the invisible visible: A cross-sector analysis of gender-based leadership barriers

Human Resources Development Quarterly

Amy Diehl & Leanne Dzubinski
Human Resource Development Quarterly
Summer 2016

Seminal work on gender barriers faced by women in leadership. Based on face-to-face interviews with women leaders in higher education and faith-based organizations.

An overview of gender-based leadership barriers


Amy Diehl & Leanne Dzubinski
Handbook of Research on Gender and Leadership

Overview of gender barriers faced by women in leadership. Contains more stories from face-to-face interviews with women leaders in higher education and faith-based organizations.

Making meaning of barriers and adversity: Experiences of women leaders in higher education


Amy Diehl
Advancing Women in Leadership

Answers the question “how do women leaders in higher education make meaning of adversity?” Based on face-to-face interviews with 26 women presidents, provosts and vice-presidents in higher education.

Approaches of women in higher education leadership: Navigating adversity, barriers and obstacles

Longman & Madsen

Amy Diehl
Women and Leadership in Higher Education

What strategies do women leaders use to navigate adversity? Explores factors which enabled women leaders in higher education to get through difficult situations in their personal and professional lives.