Hiring a CEO of a different gender from their predecessor damages firm performance

Moving to a firm where the last CEO was of the same gender will set you up with the best chances of early success.

by Jane Simms


- When a new CEO is a different gender from their predecessor, organisational performance deteriorates, not because the successor lacks ability but because of biased perceptions among the leadership team. 

- Top teams need to guard against ‘in-group out-group’ bias during the transition from one CEO to another, but should pay particular attention when the predecessor and successor are of a different sex. 

Sign in to continue

Sign in

Trouble signing in?

Reset password: Click here

Email: mtsupport@haymarket.com

Call: 020 8267 8121



  • Up to 3 free articles every 90 days
  • Free email bulletins

Register Now

Take a free trial

Get 30 days unrestricted access to:

  • All the latest news, trends, and developments.
  • Exclusive interviews with CEOs and thought-leaders
  • MT Classroom - giving you an academic grounding without expensive courses
  • Management Matters and other in-depth content.
  • Daily bulletins straight to your inbox

Take a free trial today