Women still perceive gender stereotypes while fulfilling their leadership roles in the business and political spheres of Cauca.

Las mujeres siguen percibiendo los estereotipos de género en el desempeño de sus funciones de liderazgo en las esferas empresarial y política del Cauca.

Leadership is a theoretical construct that has been extensively studied and documented in the literature. However, this trend is less pronounced when it comes to women’s leadership in specific arenas. The increasing presence of women in political, economic, and social scenarios—where they have the power to voice opinions and make decisions—has garnered significant research interests, particularly given the historical conditions of inequality and inequity to which they have been subjected (Grabe & Dutt, 2020; Evans & Pfister, 2021). Leadership is generally understood as the ability to influence the ideas and actions of groups and individuals to achieve objectives (Husain-Talero & Muñoz Angulo, 2019). Such influence may be exerted from formal or informal positions. This study focuses on the leadership of women in management positions, specifically formal leadership, characterized by paid responsibilities and decision-making authority in political and business spheres.

The integration of women into various educational levels, including higher education, and their entry into the workforce has been undeniable in Latin America. This has been largely driven by the recognition of rights that guarantee gender equality (Marchionni et al., 2019; Ramos et al., 2022). However, despite these advancements, women still participate less in the labor market compared to men and often earn less for the same roles, even when they hold equal or superior qualifications (Bustelo et al., 2023; Erkal et al., 2022). In addition, women are frequently burdened with multiple unpaid tasks (Muhr, 2011; Gobernación del Cauca, Observatorio de Asuntos de las Mujeres, ONU Mujeres, 2020). Furthermore, women remain underrepresented in senior management positions, with a more balanced representation at intermediate levels or in positions of medium responsibility (Asociación Nacional de Empresarios de Colombia - ANDI, 2021; Rincón et al., 2017).

The gender gap in management roles varies significantly depending on the sector. According to The Global Gender Gap Report (World Economic Forum, 2021), gender disparity in political and economic participation is notably greater than in the fields of health and education. Particularly, the Economic Commission for Latin America and the Caribbean (ECLAC, 2021) reported that, on average, women held only a quarter of seats in local governments in 2019. At the corporate level, less than a quarter (22.4%) of leadership positions were occupied by women (Martínez, 2021). Notably, inequality persists, with women’s work still heavily concentrated in traditionally feminine roles such as assistants, secretaries, and other general services—a phenomenon known as ‘horizontal segregation’ (Alfonso Gallegos et al., 2017; Zabludovsky Kuper, 2015).

The situation in Cauca, Colombia mirrors that of other Latin American regions. The department’s ethnic diversity poses additional challenges for women, especially in the political arena, where decision-making is crucial for equity, equality, and socio-economic development. For example, the department has never been governed by a woman, and women’s representation in other political roles is similarly limited. In fact, only 1 out of 13 seats in the assembly and 8 out of 42 municipal mayoral positions are held by women (Gobernación del Cauca, Observatorio de Asuntos de las Mujeres, ONU Mujeres, 2020). While women’s leadership is more representative in social and religious settings—largely due to their unpaid contribution to the care and well-being of their communities—the barriers they face increase as they seek higher political office. The efforts to achieve greater formalization in the political system are often diluted at the highest levels of the hierarchy (Fernández de Castro & Díaz-García, 2020; Hoyt & Murphy, 2016; Zabludovsky Kuper, 2015), which demonstrates the difficulties women encounter in reaching and maintaining management positions.

Various studies have positively correlated women’s leadership with business development (Baena-Luna and García Río, 2021; Rahman & Zahid, 2021; Zaccone, 2023). In particular, Baena-Luna and García-Río (2021) systematic literature review suggests increased entrepreneurial initiatives among staff in companies led by women. However, the limited number of studies on this subject made it difficult for the author to draw definitive conclusions. The study by Rahman and Zahid (2021) demonstrates that corporate development is more significantly impacted when boards of directors are led and advised by women. Moreover, Zaccone (2023) notes that women’s substantive presence in leadership roles enhances the potential for sustainable governance. These findings underscore the importance of women’s contributions in critical areas such as economics and administrative management. Given that leadership is a key competence for social and economic development, it is evident that fostering a culture of gender diversity can have a profound impact.

The evolving demands of a diverse labor market call for democratic cultures that ensure equal distribution of power, recognize the skills of both men and women, and eliminate gender bias in decision-making. Moving away from the traditional model implies bringing to light the obstacles that women encounter in achieving and maintaining senior management positions. However, previous studies have concentrated more on the gender-specific challenges women meet throughout their career paths, rather than the additional struggles they face once they reach positions of power. Given the progress in female representation in key business and political positions, it is imperative to focus on the experiences of women leaders, as their perceptions are essential for understanding the organizational landscape and business development in Cauca. Examining these experiences within this context provides valuable insights into their phenomenology and helps to bridge research gaps. Therefore, the primary objective of this article is to explore the barriers experienced by a group of women leaders in the business and political spheres in the department of Cauca in Colombia.

To conduct this study, a two-stage descriptive approach was employed. In the first stage, a questionnaire was administered to gather the participants’ sociodemographic data. The second stage involved in-depth interviews guided by a phenomenological approach, which emphasized the interpretation and understanding of subjective experiences by focusing on the participants’ discourse and the meanings they ascribe to their experiences (De los Reyes Navarro et al., 2020). Although this methodology yielded interesting results, the analysis in this article is limited to narratives that account for the barriers to leadership, as directly experienced by the participating women (see Figure 1).

Figure 1

Figura 1. Etapas del proceso de investigación

The results are organized into three main categories derived from the experiences of women leaders in both the political (coded L.P. 1, 2, 3, 4, 5, 6) and business (coded L.B. 1, 2, 3, 4) spheres. Most narratives highlight challenges rooted in culturally discriminatory generalizations. In the first category, participants account for barriers encountered in their private and public environments, where stereotypes pervade their daily leadership roles. Such stereotypes exacerbate gender differences and hinder women’s ability to manage effectively. In the second category, participants recognize cultural beliefs as ingrained mental schemas, which are attributed to the weak gender awareness among their peers and manifested in the limited sense of sorority or sisterhood. In the third category, participants emphasize the pressing need to demonstrate extra effort, which is often seen as the greatest value in fully exercising leadership.

Advances in gender equality augur a future with greater possibilities for women in fields where decisions impact areas other than domestic and social spheres. These new realities reflect an increasing acceptance of female representation, as reported by prominent institutions (ANDI, 2021; ECLAC, 2021; UN Women, 2021; World Economic Forum, 2021). Despite this, research on the challenges women face in attaining leadership positions remains limited. This study aimed to address this gap by examining the experiences of women in key organizational roles, specifically the barriers they encounter in fully exercising leadership.

The study’s participants reported encountering various forms of prejudice, along with subtle and systematic efforts to undermine their management skills. The prevalence of male dominance in influential positions often subordinates women’s actions and reduces their presence to mere symbolic representations, a concept referred to as descriptive representation in the literature (Sánchez Medero, et al., 2022; Young, 2000). Specifically, the women participating in this study, especially those engaged in politics, acknowledged the impact of male dominance within party systems. To be included in parity lists, they frequently had to compromise their personal and political beliefs, often repaying favors to their male peers, with the implicit benefit of normalizing their presence in governance spaces.

Similar to the findings of Amakye et al. (2021) and Rincón et al. (2017), the results obtained in this study indicate that women continue to face prejudices and stereotypes even after attaining leadership positions. Participants reported experiencing discrimination in their daily administrative duties, which could be interpreted as a form of symbolic violence (Morales Alfonso & Pérez Cárdenas, 2021). They frequently encountered reminders of their “proper place” and “best-suited roles”, which are rooted in cultural beliefs about biological, physical, or social competencies (Cook & Cusak, 2009). These beliefs imply that when women step outside their traditionally assigned roles of care and reproduction (Brescoll et al., 2018), they are regarded as a threat to the traditional figure of authority, commonly provoking attitudes of disdain and aversion. According to the role congruity theory, prejudices against women increase when their roles are seen as incompatible with their gender (Eagly & Karau, 2002). Women are typically viewed as outsiders in a system traditionally considered appropriate for men, and their participation in leadership may be considered detrimental. Furthermore, the perceived (in)congruence between their gender and their roles influences expectations regarding their success or failure (García-Retamero & López-Zafra, 2006).

This study also highlights the derogatory assessments of women’s bodies and appearances. As members of a select group, women are subjected to greater scrutiny and face contested privileges while navigating uncertain social expectations regarding what it means to be a woman in power (Mavin & Grandy, 2016). In other words, deviations from expected behavior, style, or appearance generate ambiguities that affect their authenticity, leading to labels such as “a woman with pants.” Women leaders are expected to demonstrate people-oriented leadership, high diligence in task completion, flexibility, authority with subtlety (to avoid being labeled hysterical), and firmness in critical situations (to prevent censorship). Frkal and Criscione-Naylor (2021) explored the decisions of women who resign and stress the exclusion they experience in reconciling work and family, further constraining their authenticity. Other authors, including Liu et al. (2015) and Zabludovsky Kuper (2015), have also noted that expectations surrounding women’s leadership styles threaten their autonomy.

Undoubtedly, the positions attained by the women participating in this study offer them certain advantages, mainly in terms of economic autonomy and media visibility. However, the lack of commitment from men in household responsibilities significantly heightened the participants’ physical and psychological stress. Paradoxically, contrary to what Babic and Hansez (2021) and Kerfoot and Knights (1998) suggested, they did not express any intention to resign. Instead, they described feelings of exhaustion and excessive guilt for not being in “the right place,” coupled with frustration at not aligning with the rational ideals of organizations. The male figure, in contrast, is typically seen as a worker-manager, free from the socio-emotional burdens associated with procreation and family duties—a phenomenon Joan Ackers refers to as the “disembodied worker.” Consequently, neither the private nor the public spheres offer a supportive environment for women to fully express their identities and aspirations.

Stereotypes and prejudices persist in the practice of women’s leadership. As mentioned, women continue to face discrimination motivated by both gender expectations and managerial roles. Interestingly, the narratives reveal that such biases also emerge within the minority groups that experience discrimination: “women discriminate against each other as well.” Although some research highlights the importance of gender awareness in promoting women’s leadership and challenging dominant gender roles (Alkhaled, 2021; Caicedo-Muñoz et al. 2021; Ríos, 2022), this aspect is not commonly identified as a primary barrier in the existing literature. The participants’ experiences shed light on this issue, as they expressed feelings of indignation and disbelief over the lack of sorority. In fact, they attribute this absence of support to the perpetuation of the problem and the endless spiral of inequality. Success seems to increase awareness of this inequality, making it appear as a privilege reserved for a select few. These circumstances ultimately hinder the collective access to opportunities that are intended to be inclusive and emancipatory.

In their study, Staines et al. (1974) asserted that women in positions of power often perceive their merits as superior, which can lead them to impose the same or greater demands on others aspiring to the same level. In this regard, Alexander-Stamatios and Aggelou (2019) suggest that such hostile behaviors among women toward their female peers may arise from perceived threats to their social identity. This dynamic, according to the findings, creates barriers to a collective understanding of the challenges that affect all women, ultimately impeding both personal and societal development. The lack of gender awareness clouds the possibility of fostering rapprochement, support, and sorority . For this reason, in addition to exploring leadership dynamics through the lenses of gender, race, and culture, gender awareness should be the basis of revolutionary initiatives aimed at achieving social justice and equity, as emphasized by Msila (2022) and Wickströn et al. (2021).

Discrimination rooted in prejudices and stereotypes places an additional burden on women: demonstrating their abilities in the exercise of power. This frequently requires extra effort to prove their value beyond traditional feminine roles, despite evidence that leadership qualities are present in both genders (Bedoya Dorado et al., 2023; Méndez-Suárez et al., 2023). The studies by Amakye et al. (2021) and Carmona Suárez (2015) further reinforce the relationship between the efforts of women leaders to demonstrate their leadership skills and the stereotypes they encounter. Such studies also suggest that the challenges inherent in the practice of leadership can even have an impact on the low participation of other women in pursuing such positions. The women leaders interviewed in this study echoed these findings, expressing a strong determination to demonstrate that “Women Can.” Proving this capability involves navigating a path that glimpses one or another opportunity while showcasing extraordinary traits such as drive, confidence, perseverance, and, above all, resilience in balancing both professional and domestic responsibilities and overcoming stigmas. While every achievement demands sacrifices, these challenges should ideally be shared equally by both men and women.

In contrast to previous research, Flores-Domínguez et al. (2019) reported greater advances for women in the health sector, without requiring extraordinary efforts to prove their worth. However, they emphasized the importance of developing specific qualities to navigate a potentially hostile environment. It is evident that gender gaps vary across sectors, regions, races, and other variables. For example, indicators for the health and education sectors suggest that the gender gap is narrower in these areas.

After analyzing the experiences of the women leaders participating in this study, it is clear that they have been significantly influenced by cultural stereotypes, largely due to the persistence of a heavily masculinized organizational structure. Although many reviewed studies align with these findings, the analysis conducted here also underscores a notable lack of sorority, which can be linked to a low gender awareness. The use of pejorative terms by women to refer to their peers creates barriers that perpetuate social oppression. Additionally, gender stereotypes remain anchored in the collective consciousness of society. Consequently, women often feel compelled to demonstrate their abilities to succeed in male-dominated areas. Understanding the obstacles faced by women, as highlighted in this study, can inform decision-making processes aimed at normalizing women’s presence in positions of power. Such normalization not only benefits their immediate environments but also contributes to the much-needed economic and social development, while creating opportunities to promote diversity in business management approaches.

This study investigated the barriers encountered by women in political and business leadership roles in the region of Cauca in Colombia. The findings highlight three key considerations.

Firstly, the participants operate in gendered political or business contexts, shaped by social and cultural aspects and reinforced by gender stereotypes. These stereotypes generate skepticism both from men and women, and the low sorority further exacerbates the challenges women leaders must face. The most prominent stereotypes mentioned by the participants were related to their expected roles—reproduction and family care—as well as their appearance and style. To foster equitable societies, it is crucial to assess the leadership potential of both men and women free from gender bias. The promotion of androgynous leadership—a more inclusive and competency-based approach—can help overcome gender tensions and contribute to equity and social justice.

Secondly, despite the prevalence of prejudices and stereotypes, there is a noticeable increase in social acceptance of women in positions of power and decision-making, as evidenced in both the reviewed literature and the study’s findings. This reflects a new reality resulting from ongoing struggles and critical reflections around gender equality. Nevertheless, progress for women leaders in the private sector remains slow, particularly regarding the distribution of home care responsibilities. Cultural norms continue to assign these duties primarily to women, while men are often granted privileges that distance them away from such responsibilities. Unless men recognize home obligations as a shared duty, tensions will increase, leading to a higher risk of physical and emotional strain for women.

Thirdly, women leaders are often pressured to continuously demonstrate their agency capabilities, despite already having the necessary skills for effective leadership. This constant effort to challenge the status quo imposes a significant socio-emotional burden, affecting other areas of their lives and negatively impacting their well-being. There is thus a clear need to broaden the discussion on these particulars. Additionally, the important role of women leaders in fostering inclusive societies in the region must be acknowledged.

Furthermore, the analysis conducted here highlighted the vital contributions of women leaders in promoting inclusive societies in the region. By bringing their experiences to light, as captured in the narratives of the participants, this study aims to inform strategies that support the achievement of the UN’s Fifth Sustainable Development Goal—gender equality. Achieving this goal will require coordinated efforts from academia, the productive sector, and society in general. While there is a perception of greater female representation in management positions, a new challenge emerges: the need to transition from symbolic representation to substantive change.

Finally, this study also sought to include the perspectives of women leaders without sectoral differentiations, since advances in women’s leadership are still limited in a developing region like Cauca. This is evident in the restricted number and access to business organizations and political positions. However, conducting a comparative analysis of experiences across sectors (business and politics) that considers regional characteristics could deepen the understanding of the challenges faced by these women. Another limitation of this study is the insufficient emphasis on ethnic issues, particularly considering that one of the characteristics of the region under analysis is its outstanding indigenous population. Although only one participant identified as belonging to an ethnic group, this issue emerged in some of the discourses. Future studies should therefore explore the ethnic dimensions of the barriers faced by women in leadership.