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Purpose
The purpose of this paper is to assess developments in gender and leadership since 1995.
Design/methodology/approach
The author reflects on how she developed her work as an organisational psychologist during this time and introduces an “inclusive” model of leadership.
Findings
Statistics regarding the intransigence in progress in the representation of women means there is little to celebrate.
Originality/value
The paper offers suggestions as to how gender bias in leadership can be eliminated or reduced.
© Emerald Group Publishing Limited
2010
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