Gossiping Men Face Steeper Leadership Penalty
Managers who evaluate staff for promotion should account for how informal gossip shapes perceived competence.
Updated on Nov. 6, 2026 in Remote Work
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A new study finds men who gossip at work are rated less competent and less qualified for leadership than women who do the same, a penalty that is steeper for men. For employers and managers in the United States, the findings bear on how workplace conduct and leadership evaluations are judged.
Why it matters
The researchers suggest the gender double standard may stem from gossip's historical association with women spreading rumors, which the study ties to a long-standing negative view of the behavior. For operators, this means informal communication habits can quietly shape how staff are assessed for promotion, particularly when managers apply the same behavior differently across genders.
The study observed 272 undergraduate students in five-person teams and ran two online experiments involving roughly 450 U.S. workers. Gossiping people received lower competence ratings across the studies, with men facing a steeper penalty than women.
The players
University of Iowa
A public research university whose researchers led the study on workplace gossip and perceived competence.
University of New Mexico
A public research university whose researchers co-conducted the study on gossip and leadership evaluations.
Richard Branson
Founder of the Virgin Group, a conglomerate of consumer and travel businesses, who said in 2024 he will walk away when he hears gossip.
Ray Dalio
Founder of Bridgewater Associates, a large institutional investment firm, who in 2012 said people should not talk behind others' backs.
Ramsey Solutions
A personal finance and business training company led by Dave Ramsey that lists "No Gossip" among its 14 company values.
The details
Researchers at the University of Iowa and the University of New Mexico observed student teams working on a class project, then ran two online experiments with workers. Participants rated gossiping colleagues on perceived competence and leadership qualification. Across the studies, gossip lowered those ratings, and the penalty fell harder on men than on women who engaged in the same behavior.
Timeline
The word gossip took on a more negative connotation around the 16th century, tied to women.
In 2012, Ray Dalio said people should not talk behind others' backs.
In 2024, Richard Branson and Dave Ramsey made public statements opposing gossip at work.
The Fortune article on the gender gossip penalty study was published November 6, 2026.
Market Landscape
The study places a gendered reading of informal workplace conduct alongside corporate culture statements, such as Ramsey Solutions' "No Gossip" value, that set explicit norms against the behavior. It shows how an older social association can persist into how employees are rated for leadership today.
Operators should consider how informal talk among staff can influence performance reviews and promotion decisions, and whether leadership evaluations are applied consistently across genders. HR and management teams may want to review how conduct standards are communicated and enforced.
The takeaway
Treat gossip as a measurable factor in how employees are perceived, and audit whether evaluation criteria are applied evenly across men and women. Managers can consider documenting clear conduct expectations, and HR teams may want to review them with qualified employment counsel.
Further reading
Explore more on Remote Work and how workplace communication norms are shaping how teams operate across the country.
Source note: This article includes information reported by Fortune.
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