Survey: Gender Bias in Leadership & Management Styles

Keep in mind that there are precedents where women left their jobs because supervisors went too far. While an equal number of men and women reported leaving due to poor management, 31% of women, compared to only 20% of men, said they had quit their job because of a supervisor's 'inappropriate' behavior.

Conversely, only five behaviors were rated as unacceptable by more men than women.

Apparently, men are more likely to seek friendship with their supervisors, while women place more value on fair treatment. However, our survey results alone are not enough to demonstrate that men and women are frequently treated differently by their supervisors. Understanding the different perceptions of leadership behavior by men and women is, however, crucial for creating a safe and productive work environment for everyone.

The survey highlights a critical and often overlooked dimension of employee retention: the stark difference in how men and women perceive and react to supervisory behavior, particularly concerning inappropriateness. The fact that women are significantly more likely to quit over a supervisor's misconduct underscores the urgent need for consistent, unbiased management training and a zero-tolerance policy for unprofessional behavior. This is not merely an issue of fairness but a measurable retention risk. IceHrm's Performance Management and Training modules are essential tools for mitigating this risk. By using these features to standardize manager training on appropriate conduct, implement objective performance assessments (favoring fair treatment over personal friendship), and document all feedback and disciplinary actions, IceHrm helps HR ensure that all employees are managed consistently, promoting the safe, respectful, and productive work environment that both genders deserve.