Women are conquering space in the labor market and organizations are also changing according to social demands and pressures, indicating a diminished gender hierarchy. Although changes are driving social and cultural norms, there is still discrimination against women, they are suffering from a “Double Standard”. This means that positions regarding their gender role and leadership are expected from them, so they continue to be underrepresented in high-level positions within work organizations (Derks, B. et al., 2016). Leadership has been a male prerogative and this is mainly due to stereotypes related to the male gender role that is closely linked to the leading role. In contrast, the perceived gender role of women is opposed to the role required by a leader. Thus, from descriptive and injunctive norms, women suffer prejudice, which generally grows from the relationships that people perceive between the characteristics of members of a social group and the requirements of social roles that these members of the group occupy or want to (Eagly & Karau, 2002). The “Glass Ceiling” effect helps to explain the obstacles that women face on their way to higher positions. This phenomenon is a barrier of prejudice and discrimination that excludes women from higher leadership positions, even when gender equality is already partially or totally present. Therefore, in considering the challenges faced by women in their rise to positions of power and leadership, we seek to understand their trajectory in the attainment of such positions and for this there are four instances that relate to gender along with the condition of leader, and which will guide in clarifying this process.
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