随着近年来女权运动的再一次兴起，男女平权议题再一次被广泛讨论。虽然对于女性的性别刻板印象和歧视在近几十年来有所改善，但女性在成长的各个阶段都仍然因为性别原因而受到阻碍。本综述着重探讨女性领导力的发展因素和其受到的障碍。一方面，领导力的发展在个体生活的早期阶段就已经开始，这就意味着性别所导致的领导力发展差异在参与工作之前就已经存在；另一方面，在工作环境中，即使领导力的绩效在性别上没有差异，由于男女领导力风格的差异和长期存在的以男性为主导的组织文化，使得女性领导面临困境，在同时，女性还面临比男性更为严峻的工作-家庭冲突。在此环境中，一些女性领导选择采用战略化的女性身份参与职场活动，但这推动塑造组织文化使之往对女性更友好的方向转变并没有实际上的意义。改善女性领导力的发展环境无疑仍需要更大程度的社会参与。

With another rise of the feminist movement in recent years, the issue of gender equality has been widely discussed again. Although gender stereotypes and discrimination against women have improved in recent decades, women are still hindered by gender during development. This review focuses on the development of female leadership and its obstacles. On the one hand, the development of leadership has begun in the early stages of individuals’ life, which means that the differences in leadership development caused by gender have already existed before careers begin; on the other hand, even there is no gender difference in leadership effectiveness. Due to the differences between male and female leadership styles and the long-standing male-dominated organizational culture, female leaders are held behind. At the same time, women also face more severe work-family conflicts than men. Under these conditions, many female leaders choose to use strategic Femininity to fit in, but this effort contributes few to change the current organizational culture to make it more friendly to women. Undoubtedly, Improving the development environment for female leadership needs the whole society’s participation rather than just women’s.