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Diversity-Specific Empowering Leadership: An Alternative Approach to Reducing Sex-Based Bias and Enabling

Cara-Lynn Scheuer1, Catherine Loughlin2, Danielle Prowse3

  • 1Wall College of Business, Coastal Carolina University, P.O. Box 261954, Conway, SC 29528-6054 USA.

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|October 20, 2025
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Summary

Diversity-Specific Empowering Leadership (DSEL) can reduce sex-based bias in perceptions of female leaders. This leadership approach fosters inclusion, particularly for those resistant to diversity initiatives.

Keywords:
Climate for inclusionCompetenceDiversity beliefsEmpowering leadershipFemale leadersSex-based bias and stereotypes

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Area of Science:

  • Organizational Psychology
  • Leadership Studies
  • Diversity and Inclusion Research

Background:

  • Sex-based equity in leadership remains a persistent challenge, with current diversity initiatives yielding limited progress.
  • Biased perceptions of female leaders' competence significantly hinder women's advancement into leadership roles.
  • A climate of inclusion is closely linked to perceptions of leadership competence.

Purpose of the Study:

  • To develop and validate a Diversity-Specific Empowering Leadership (DSEL) measure.
  • To examine the role of DSEL in predicting perceptions of female leaders' competence.
  • To investigate the moderating effect of sex-based diversity beliefs on the DSEL-competence relationship and its impact on inclusion climate.

Main Methods:

  • Study 1: Developed and validated the DSEL measure (N=236) and compared its predictive validity against other leadership models.
  • Study 2: Introduced sex-based diversity beliefs as a moderator (N=314).
  • Study 3: Tested a mediated moderation model using survey data (N=313).

Main Results:

  • The DSEL measure effectively predicted perceptions of female leaders' competence, outperforming other leadership models.
  • Sex-based diversity beliefs moderated the relationship between DSEL and perceived female leader competence.
  • DSEL positively influenced the climate for inclusion, especially among individuals with negative diversity beliefs.

Conclusions:

  • DSEL is a promising leadership model for mitigating sex-based biases in leadership perceptions.
  • This collaborative and developmentally focused approach can enhance perceptions of female leaders' competence.
  • Implementing DSEL can contribute to creating more equitable and inclusive organizational environments.