The glass slipper effect: understanding the Nordic gender equality paradox from an identity fit perspective

Abstract

PurposeThis paper aims to introduce an identity fit perspective adding to the understanding of the Nordic gender equality paradox of top managing positions using a Danish sample as case.Design/methodology/approachIn total, five hypotheses concerning identity perception of top managing positions and the relationship with own identity and type of industry were tested through a correlational research design utilizing a cross-sectional survey methodology. A total of 1,054 women aged 18–60 participated in the survey.FindingsThe analysis revealed a strong masculine perception of a top managing position whereas women's own identity perception was much more diverse. The more masculine a woman perceives herself to be, the more motivated she is to climb the career ladder. Type of industry moderates the relationship between identity fit and motivation for top positions, but only for the masculine traits. The relationship between identity fit and motivation is stronger for women in high masculine industries.Originality/valueApart from being the first study of identity fit in a Nordic setting, this study contributes to the identity fit theory by employing a semi-objective fit approach exploring identity fit on an industry level, including female-dominated industries, as well as examining identity fit in relation to motivation to pursue a top managing position.

Understanding the Impact of Context on Ambition: Gender Role Conformity Negatively Influences Adolescent Boys’ Ambition Scores in an Educational Context

“…Leadership research has found that stereotypical masculine perceptions dominate the perception of a leadership role and that it negatively affects women in a work context leading to women being less ambitious about pursuing top managing positions (e.g. Spangsdorf & Forsythe, 2021).…”

“…When the students were polled about their impressions of Heidi and Howard, the students rated both as equally competent, but when asked who they would prefer to work for, Howard was almost universally seen to be a more appealing colleague, with Heidi seen to be selfish and “not the type of person you would want to hire or work for.” Leadership research has found that stereotypical masculine perceptions dominate the perception of a leadership role and that it negatively affects women in a work context leading to women being less ambitious about pursuing top managing positions (e.g. Spangsdorf & Forsythe, 2021).…”