Research - 06.03.2026 - 10:00
In the study "More Motivated to Help Male Leaders? Explaining Fatherhood Bonuses via Follower Helping," researchers analyze everyday social dynamics between leaders and their employees that explain why male leaders often receive more support than their female colleagues despite having similar positions, family responsibilities, and workloads.
Previous findings have already shown that men often receive a “fatherhood bonus” after the birth of a child: they are considered more committed and are more likely to receive higher salaries and career opportunities than women, who are often assumed to slow down their careers to take on family responsibilities. The new study questions why this is the case and uncovers a mechanism rooted in the everyday behavior of many employees.
The researchers analysed data from three interrelated studies of approximately 1,200 participants. The results: employees are more motivated to help managers when they perceive that they are suffering from work-family conflict. And this willingness to help is more pronounced toward male leaders than toward female leaders.
According to Jamie Gloor, Head of Studies and Professor of Leadership and Diversity Science at the University of St.Gallen, one reason for this lies in sticky, traditional ideas of what men and women are like: “When a man shows that he is under stress (or “work-family conflict,” as we studied here), it exceeds others’ expectations about men’s involvement as caregivers, whereas the same stress is viewed as 'normal' for women. Our findings show that this deviation motivates employees to rise to the occasion and help the men leaders more—more than for women leaders.”
It is precisely this “well-intentioned” help that can reinforce existing inequalities. By receiving more support, male managers’ stress may decrease while their visibility and success increase: the same domains where women are often overlooked.
The Swiss media often report on stagnating progress in gender equality in the labor market, particularly when it comes to balancing career and family life. Various studies show that women continue to have to make more compromises in their careers, while men tend to benefit. SRF also reported on this recently.
Jamie Gloor herself has long contributed research and reflections on these debates, such as the gender gap in the labor market and how parenthood—or even the expectation of parenthood (the “maybe baby effect”)—exacerbates female talent shortages. She argues that “it is not only rules and structure—which are critically important for driving and sustaining lasting progress in ensuring our best talents are selected and promoted—but also everyday interactions that can determine who is visible and who is overlooked.”
The study makes it clear that equality is more than just formal equal treatment. Have you audited your formal policies (e.g., parental leave) and informal cultures (e.g., social support networks)? Are you as quick to champion mothers as much as fathers? On International Women's Day, this research invites us to take a closer look: let’s continue to support fathers who lead but not forget the leading mothers. Something as positive as helping others at work can facilitate progress towards workplace equality if we pay attention and ensure it’s shared more evenly.
The new study “More Motivated to Help Male Leaders? Explaining Fatherhood Bonuses via Follower Helping” is available for download online. The research team includes Prof. Jamie Gloor (Universität St.Gallen), Prof. Susanne Braun (Durham University Business School), Prof. Jenny Hoobler (Nova School of Business & Economics), Dr. Huong Pham (Technische Hochschule Ingolstadt) and Prof. Claudia Peus (Lehrstuhl für Forschungs- und Wissenschaftsmanagement, Technische Universität München (TUM)).
