Rodrigues, Filipa RochaRosetti, Emma2026-03-032026-03-032025-01-082024-12-17http://hdl.handle.net/10362/200871This thesis examines barriers to women's advancement in consulting leadership, focusing on systemic practices and cultural norms. Using a grounded theory approach and 20 interviews with women and male leaders or HR professionals, it identifies structural barriers like biased promotions and exclusion from networks, reinforced by cultural biases and work life challenges that hinder women’s retention in leadership pipelines. While mentorship programs and flexible policies show promise, their impact is limited by cultural resistance and systemic inequities. The study offers actionable recommendations to address second generation gender bias, emphasizing integrated structural and cultural reforms for sustainable gender equity in consulting leadership.engConsultingGender equityCareer advancementRetentionOrganizational policiesOrganizational practicesGrounded theoryWomen in consultingBarriers to advancementGender biasmaster thesis204130409