**2.7 Women and leadership**

The workplace can often become an unsettling place for women without the presence of mentors. Women and minority groups often feel a sense of incivility in the workplace when in a position of leadership [21]. Women are the recipients of insolent behaviors more often than men but experience an increase in rude and disrespectful behavior when placed in a supervisor position. When in leadership positions, women often face derogatory remarks, interruptions, doubts of ability, and a disregard for opinions from male colleagues [22].

In addition to experienced behaviors, women are often faced with perceived behaviors from colleagues when placed in leadership positions. Because women do not often hold supervisory positions, they are expected to be more socially adept, communal, and welcoming to colleagues [23]. Women in leadership roles are often stereotyped with possessing higher intensity in emotions while being more emotionally expressive. These stereotypes create a stigma that women in leadership positions lack the ability to control emotions and that they will lead with emotions and feelings more than their male counterparts, resulting in a double standard for women and men in the workplace [24]. Men often are greeted with acceptance and respect in instances

when higher emotions such as anger are displayed. However, women are often seen as unreasonable or too sensitive in cases where anger is detected. It is for this reason that many women seek female mentors in higher positions as a means of influence [25]. Women in higher-ranking positions are often more likely to assist lower-ranking colleagues with promotions once they reach a position of influence [24].

This chapter illuminates the evolution of the role of women as mentors and protégés in higher education. These considerations are especially important during periods of isolation that occurred during the pandemic. In higher education, the lack of women mentors has hindered the advancement of other women.
