Women leaders often get the riskier roles. Why?

A series of experimental studies suggest that women are more likely to be appointed to a leadership position when the position is risky and there is an increased risk of failure.


Mother Nature Needs Her Daughters: A Homeward Bound Global Review and Fact Sheet Investigating Gender Inequality in STEMM

Prepared by Fabian Dattner, Homeward Bound CEO and Co-founder;
Dr Mary-Ellen Feeney, Jacobs Group (Australia); and
Professor Tonia Gray, Centre for Educational Research, Western Sydney University.
Compiled by Homeward Bound Alumni from 2018 & 2019

Copies can be download at https://doi.org/10.26183/5d22d5fbe2349

Online version here.

The glass cliff: Evidence that women are overrepresented in precarious leadership positions.

Ryan, M.K. and Haslam, S.A. (2005) British Journal of Management, 16, 81-90.


Women Rising: The Unseen Barriers

Women consistently excel in leadership roles. On all levels, women are rated higher in 12 of the 16 competencies that go into outstanding leadership. This included taking initiative and driving for results, which are thought of as particularly male strengths.



What's worse than the glass ceiling? The glass cliff

SYDNEY MORNING HERALD – The glass ceiling is an idea familiar to many. It refers to the invisible barrier that seems to exist in many fields and which prevents women from achieving senior positions.

Less well-known, but arguably a more pernicious problem, is the “glass cliff”. Originally recognised by academics Michelle Ryan and Alex Haslam back in 2005, this is the phenomenon of women making it to the boardroom but finding themselves disproportionately represented in untenable leadership positions. 


Is The 'Glass Cliff Theory' Happening To The Today Show's New All-Female Panel

MARIE CLAIRE – While the decision to appoint two female leads was praised by some, many couldn’t help but think the network was employing the ‘Glass Cliff’.



How have you experienced this gender fact in your life or in your workplace?

Share your story, or how your organisation has overcome this fact.

New research? Let us know.


It’s time to give women in STEMM a bigger voice. Share these facts with everyone you know*. Shout it out loud. Be heard. Rally together. Pass it to your peers, your networks and social circles.



* Steal the Gender Facts resources from our public TRELLO board. We don’t mind at all.