Recent studies have documented persistent gender inequities in higher education, including gender gaps in faculty salaries and only slow increases in the percentage of women in leadership positions. Women in higher education (and across sectors) face formidable barriers to advancement not only because gender bias exists on a personal level, but also because these biases are built into our organizational structures.

Equipping women with tips and tools for getting ahead isn’t enough to level the playing field; deep change requires a shift in organizational culture.

This is the first of a series of articles in which I will be looking at how men and women practice leadership traits, how these traits are often interpreted, and how biases held by both women and men keep women on the margins and impede their advancement within our colleges and universities.

To read the entire article by Rosalind Spigel, Organizational Development and Leadership Coach Spigel Consulting, visit Academic Impressions.