Obstacles for marginalized group members in obtaining leadership positions: Threats and opportunities

Abstract

Rising to higher hierarchical positions is a struggle for those who do not fit the stereotypical leadership mold. Implicit Leadership Theories (ILTs) associate leadership with dominant groups (e.g., white, male), which limits opportunities of non-prototypical individuals (e.g., women, ethnic minorities) to claim or be granted leadership roles. We first review evidence of the barriers members of non-prototypical groups encounter in leadership advancement, and subsequently explore theoretical mechanisms explaining why these barriers persist. Finally, we advocate for a shift from bias awareness and affirmative action as potential solutions to an opportunity-threat approach that speaks directly to the cognitive nature of leadership categorization. We propose that by fostering an opportunity mindset—one that promotes open and flexible thinking—rather than a threat mindset—defined by rigidity and narrowmindedness—the traditional ‘leader’ profile can be broadened and made more inclusive and as such will stimulate leadership claiming by and granting to non-prototypical individuals.