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Exploring How Women on Corporate Boards Cope With Gender Bias

Research ? February 2018

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Walden University

College of Management and Technology

This is to certify that the doctoral dissertation by

Sharon Roberts

has been found to be complete and satisfactory in all respects, and that any and all revisions required by the review committee have been made.

Review Committee Dr. Donna Brown, Committee Chairperson, Management Faculty

Dr. Patricia Fusch, Committee Member, Management Faculty Dr. Hamid Kazeroony, University Reviewer, Management Faculty

Chief Academic Officer Eric Riedel, Ph.D.

Walden University 2018

Abstract Exploring How Women on Corporate Boards Cope With Gender Bias

by Sharon Roberts

MBA, University Canada West, 2014 BSc, University of the West Indies, 1982

Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Management

Walden University February 2018

Abstract Gender bias may cause organizations to lose the values that women bring to the workplace in leadership positions and may thwart women from reaching their personal goals. The purpose of this qualitative descriptive multiple case study was to explore gender bias and its influence on women on corporate boards, their roles, appointment, and the need to develop coping strategies to deal with gender bias to execute their roles. The conceptual lens used was Tajfel and Turner's social identity theory to explain the basis for intergroup discrimination, and Eagly and Karau's role congruity theory of prejudice to explain the exclusion of women from corporate boards as a result of gender bias. The research question focused on identifying gender bias and experiences of women on a corporate board. Social media and snowball sampling were used to recruit 6 Englishspeaking women on corporate boards who had experienced gender bias at the time of their appointment and in their roles on corporate boards in the public and private sectors in provinces and territories throughout Canada. Data sources included interviews, journaling, and analysis of physical artifacts such as government reports and databases of women on corporate boards. Using Yin's 5 phases of analysis, the study identified 7 emergent themes in the data sources: discrimination, harassment, organizational climate, well-being, disruption, empowerment, and leading. The study's potential for positive social change resides within its potential to promote the internal transformation of women as they deal with bias. Men also need an improved understanding of their perceptions of women in the governance structures of society to help reduce gender bias toward women.

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