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

Cara-Lynn Scheuer, Catherine Loughlin, Danielle Prowse, Corinne McNally, Kara A Arnold, Shasanka Chalise

Abstract read

In one paragraph

Article in Journal of business ethics : JBE, 2025. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Not yet cited in PubMed.

0numbers the graph read from it

0cells of the map it votes in

0citing papers in PubMed

–field-weighted citation impact

1 · What the graph read from it

What it found

Each row is one number read from the abstract, on the scale the paper reported it, with its interval. Left of the dashed line favours the treatment, right favours the comparator. Under each row is the sentence it came from. New to these charts? A ten-minute tutorial.

The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.

2 · The registry

The trial behind it

Trials whose registry record cites this paper, or whose number appears in the abstract. A trial that started after this paper was published is citing it as background, not reporting it.

Neither the registry nor the abstract names a trial number. If this is a trial report, that itself is worth knowing.

3 · Its place in the literature

Who cites it

0 citing papers in PubMed.

No citing paper in PubMed yet.

4 · The record

Corrections and comments

PubMed lists nothing against this paper. Absence here is not a guarantee, only a check that was made.

5 · Who and what money

Authors and funding

6 authors.

Cara-Lynn ScheuerWall College of Business, Coastal Carolina University, P.O. Box 261954, Conway, SC 29528-6054 USA.ORCID 0000-0003-4664-5907

Catherine LoughlinFaculty of Management, Dalhousie University, Rowe Building, 6100 University Avenue, PO Box 15000, Halifax, NS B3H 4R2 Canada.

Danielle ProwseSobey School of Business, Saint Mary's University, 923 Robie St., Halifax, NS B3H 3C3 Canada.

Corinne McNallySobey School of Business, Saint Mary's University, 923 Robie St., Halifax, NS B3H 3C3 Canada.

Kara A ArnoldFaculty of Business Administration, Memorial University, St. John's, NL A1B 3X5 Canada.

Shasanka ChaliseHill & Levene Schools of Business, University of Regina, Regina, SK S4S 0A2 Canada.

Funding

No grant is acknowledged in the PubMed record.

6 · The paper itself

Abstract

Achieving sex-based equity in organizational leadership roles has proven to be a 'wicked' problem with existing diversity initiatives providing minimal improvement. In this paper, we address this issue by considering a key inhibiter to women's leadership advancement-biased perceptions of female leaders' competence-and links to a climate for inclusion. In Study 1 (

Indexed as

Climate for inclusionCompetenceDiversity beliefsEmpowering leadershipFemale leadersSex-based bias and stereotypes

Identifiers

PMID41113573

DOI10.1007/s10551-025-05973-3

PMCPMC12528338

What OpenQuestion holds

Textmetadata

LicenceCC BY

Read underepoch 390

Registered trials

None linked

Read under generation 80e0d062 · epoch 390. Bibliography from PubMed, PubMed Central and OpenAlex; grants from NIH RePORTER; trial links from ClinicalTrials.gov; estimates, votes and beliefs from the OpenQuestion graph.