Gender gaps persist in the 21st century, in many aspects of society and in many types of organisation. There are earnings gaps in almost all domains, reports of glass ceilings and the “missing middle” in business, finance, law and politics, and dramatic under-representation of women in many branches of science, even in the most “gender equal” countries. This is despite decades of effort to address them, including targeted legislation and many Diversity and Inclusion initiatives. Early essentialist, competence-based explanations for the existence of gender gaps have been largely discredited at the research level, although their persistence in the public consciousness and at the level of education and training can still negatively bias both individual self-belief and organisational processes. Contemporary essentialist explanations are now emerging, with claims that such gaps are the manifestations of the presence or absence of endogenous, brain-based characteristics underpinning career progression or career preferences. The focus remains on the individual as the source of gender imbalances. Less attention has been paid to the contextual aspects of organisations where gender gaps are
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