The topic of gender discrimination within the realm of organizational leadership is approached in a very specific way. We will not be exploring the various normative frameworks that could support equality in the workplace, such as appeals to basic human rights, social contracts, deontological duties or utilitarian concerns. Instead, we will seek to understand the tacit gender prejudices inherent in organizational practices and the embodied effects of such prejudices for the individuals involved. We will find that despite an overt acknowledgement of equal rights and opportunities, many women and men still experience very real barriers in terms of their access to leadership opportunities. In many cases, the so-called “glass ceiling” or as the metaphor has recently been recast, the “leaking pipe-line” cannot be explained by the existence of discriminatory policies. Click here to read full article.