Women and people of color often believe they need another certification to be qualified, while men confidently pursue roles with fewer prerequisites. This highlights a systemic confidence and perception gap, not a competence gap, where women over-prepare to compensate for perceived shortcomings.

The U.S. Constitution intentionally excluded women from political participation, defining power for men only. This foundational decision means the country began as what author Anna Malaika Tubbs defines as "American patriarchy," not a true democracy where power is vested in all people.

Research highlights a significant bias in promotion decisions. Men are often judged on their perceived capabilities two years in the future, allowing for deficits. In contrast, women are typically evaluated strictly against their current skill set, penalizing them for not already possessing every requirement of the role.

Citing the Global Media Monitoring Project, data shows men are quoted as experts 75% of the time. This isn't just a fairness issue; it leads to narrower, less interesting stories by repeatedly amplifying the same perspectives and reinforcing systemic biases about who holds authority.

Career challenges faced by professional women are not random but fall into seven recurring patterns or "power gaps." These include not recognizing accomplishments, isolating from support, and acquiescing to mistreatment. Identifying which gaps are present allows for targeted, effective action.

Research shows women often have more mentors than men, but men have significantly more sponsors. Mentors offer advice, while sponsors use their influence to advocate and create opportunities. This distinction is critical for advancement, as sponsorship provides access to roles that mentorship alone cannot.

Voters subconsciously conflate physical traits like height and deep voices with leadership qualities. This heuristic, termed 'awesome dad energy,' provides a significant, often unacknowledged advantage to male candidates who fit the archetype, revealing a deep-seated sexism in how leadership potential is perceived.

A newsroom's "DNA"—its ingrained sense of what constitutes a front-page story—often remains male-centric even with a woman in charge. Deep-seated biases that value topics like policy over childcare persist, meaning systemic change requires more than just a change in leadership.

Counterintuitively, the first female US president is predicted to be a Republican embodying a Margaret Thatcher-like 'Iron Lady' persona. To overcome gender bias, this theory suggests she will need a reputation for being exceptionally tough, possibly even more hawkish than her male counterparts, to be seen as electable.