Benevolent Sexism: Study on the Impact of Women’s Networks in Companies

Well intentioned women’s networks can paradoxically reinforce inequality. A study by EBS University examines women’s networks and shows that initiatives with good intentions are not always effective. Social psychological research distinguishes between “hostile” and “benevolent” sexism. Instead of questioning structural inequalities, women in networks created specifically for them may unintentionally be placed in the role of those expected to adapt to existing power and career logics.

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Ten years after their founding, Fondsfrauen are the leading German speaking career network for the promotion and equality of women in the financial industry. During this time, more and more companies across the industry, often alongside supporting Fondsfrauen, have launched their own internal women’s networks.

The Fondsfrauen welcome this development, as it addresses gender diversity and provides women with additional space to exchange ideas and support one another. From a corporate perspective, internal women’s networks are seen as a key measure to increase the proportion of women in leadership positions.

Study examines women’s networks in companies

A new study by Prof. Dr. Karin Kreutzer (EBS University of Business and Law, Germany), Patricia Hein (Ivey Business School, Canada), and Maikki Diehl (Aalto University, Finland) focuses on these women’s networks. The authors conclude that whether such formats genuinely foster empowerment or unintentionally solidify existing inequalities depends decisively on their design.

Social psychological research distinguishes between “hostile” and “benevolent” sexism. Hostile sexism involves open antipathy toward women and the preference of men. It is clearly rejected by women and their networks as sexist and macho behavior. “Benevolent sexism,” by contrast, refers to well intentioned measures and ideologies that ultimately promote the maintenance of conventional gender roles and related gender differences, usually without this being the intention. Examples of benevolent sexism include supposed benefits such as free co insurance for spouses or joint income tax splitting for married couples. Both hinder the independent career development of women.

Returning to the study, it is based on a three year qualitative investigation and was recently published in the Journal of Management. The authors observed 40 women’s network meetings in Germany and the United Kingdom, conducted 75 interviews with participants and organizers, and analyzed extensive secondary data.

Networks can have three different meanings

The authors find that women associate three different meanings with women specific networks:

• Status driven
• Instrumental
• Expressive

Which of these meanings dominates is largely shaped by the organizational framework of the respective network and the company itself.

“Many companies want to promote equality through women’s networks. However, our results show that these initiatives can quickly become counterproductive if they mainly aim to adapt women to existing practices, which are often male dominated,” explains Karin Kreutzer.

The paradox of well intentioned equality

The authors are particularly critical of a paradoxical pattern. Although companies emphasize equality, certain network formats reproduce subtle forms of discrimination. This is the aforementioned benevolent sexism, a seemingly supportive attitude that addresses women as recipients in need of protection and tends to inhibit rather than strengthen collective action. Instead of questioning structural inequalities, women are placed in the role of those expected to adapt to existing power and career logics.

How women’s networks can unfold their intended potential

At the same time, the study shows under which conditions women’s networks can realize their intended potential. They are particularly successful when:

• they focus on concrete outcomes rather than symbolic visibility,
• they operate with a future oriented mindset instead of addressing supposed deficits,
• they reduce hierarchies so that women can shape the formats independently.

“Networks are not a repair tool for individual deficits, they can be vehicles for structural change, if companies are willing to relinquish control and take on a supportive role in the background,” says Kreutzer.

Women’s network meetings can indeed be valuable instruments for empowerment and career advancement. The prerequisite, however, is that they are not understood as well intentioned “help,” but as spaces to make discriminatory structures visible and ultimately to change them.

Fondsfrauen stand for providing this space, including the relevant information. Fondsfrauen:

• collect gender specific information from the industry and compile it in studies,
• make women in the industry visible through their own events, interviews, and digital formats, as well as at external conferences and panel discussions,
• offer spaces at their events where women can exchange ideas and mutually strengthen and support one another.

We all need to ensure that well intentioned actions do not end up causing harm. Let us always critically reflect on our own behavior as well.

Link to the study: Magic Will Happen if You Gather Us in One Room: Gender Homophily and Women-Only Networking (2025)

Foto: Canva (2026)

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