Problem: Gender stereotypes remain deeply rooted in cultural expectations, and these assumptions often shape how individuals are perceived and evaluated in professional environments. Blaine and Brenchley (2021) note that the core issue is not simply that men and women are viewed differently, but that masculine traits are valued more highly-leading to systematic bias in how competence and leadership are judged. These cultural stereotypes directly contribute to prejudice, affecting hiring, promotion, and everyday treatment in the workplace. Common stereotypes about women-including assumptions that they are overly emotional, conflict-avoidant, or less committed due to caregiving responsibilities-reinforce discriminatory structures. Einarsdottir et al. (2018) found that such stereotypes limit women's access to informal leadership networks and advancement pathways, creating invisible barriers that persist even in organizations that claim to value equity. These biases do not operate in isolation; they intertwine with broader corporate practices that marginalize women. For example, the so-called "pink tax," where products marketed to women cost more than male equivalents, reflects gendered assumptions about consumer behavior and reinforces inequitable power dynamics (Wishart et al., 2024). Need Assignment Help?