Despite equal representation in the workforce, women are still heavily under-represented in the highest positions of power and status. My research in this domain explores how gender stereotypes bias against women in the workforce, particularly in male sex-typed occupations where success demands behavior that is incongruent with female gender norms. Unless clearly successful, observers assume that women in masculine jobs are less effective than men because of a perceived "lack of fit" (Heilman, 1983) between the stereotype-based feminine attributes (e.g., warmth, kindness, concern about others) and the agentic, instrumental attributes (e.g., independence, assertiveness, dominance) often assumed to be necessary for job success. However, these gender stereotypes are also prescriptive, creating expectations about how women should behave. So, when women fail to exhibit feminine attributes, they are characterized as a “cold” and “bitchy”. Thus, women's career success can be undermined both in assumptions about job ineffectiveness, as well as diminished social appeal, particularly in the upper echelons of management.