ABSTRACT
The scientific literature exploring the gender gap has revealed many psychological dynamics in the workplace that have a detrimental impact on women in the workplace, including working in organisations and industries that are male-dominated. Male-dominated industries present systemic challenges that internal coaches working within them need to be aware of, which may include a ‘typical leader’ bias. This chapter explores a case study that explains the prejudice within the automotive industry and the ethical implications for an internal coach. Ability to manage expectations with stakeholders, such as manager or coach sponsor, about coach responsibility, goals, measures of success, and feedback processes that maintain confidentiality. Consistent reflection on possible internal biases that may impact the coaching engagement.
