Over the last 30 years, gender issues in the workplace have received much attention. A review of this literature, however, reveals limited investigation of the impact of gender stereotypes on personnel decisions and the demographic differences present in upper management. In fact, this issue has rarely received serious attention. A misinterpretation of the small effect size typically reported when describing the relationship between stereotypes and evaluations of performance is a likely reason, and a hypothetical demonstration elucidates the more severe impact of stereotypes on women's advancement. Considered cumulatively, stereotypes are a certain and meaningful contributor to the limited presence of women in high-level positions. Renewed consideration of the role of stereotypes in organizational decision making is required, and recommendations for researchers are presented. Other applied issues for which the misinterpretation of gender-based effect sizes has hindered research are discussed.