Women pursuing careers in traditionally male-dominated professions are often the targets of gender-infused stereotypes.( Khan, A. 2017). Women are drilled daily with battling these stereotypes which often hinders their performance. A common misperception is that, while women are skilled in role-specific tasks, they are not fit to manage people, lead, or collaborate. (Korn Ferry 2016). An identical male (in qualification, experience, etc….) will generally be assumed more competent for the job. This underrepresentation of women in leadership is damaging and furthermore internalizes men’s dominance in the working world. When a professional woman has a family, it is often assumed that she prioritizes her role as a mother over her career. However, this is not the case for men. Among the issues that can lead to greater workplace incivility for mothers in the workforce are the gender stereotypes that portray them as less devoted to their careers than non-mothers. It has been stated that career breaks are detrimental to female professionals’ careers. This particular study examines gender patterns within nursing careers in Scotland and explores the importance of various factors in explaining the influence of gender on the career progression of registered nurses. The qualitative study found that perceptions concerning parenthood actively informed women’s access to, and receipt of, training and that gender stereotypes played a significant part in women’s career outcomes (Bryan McIntosh, 2010). It is routinely assumed that motherhood will end a woman’s interest in her career. As a result, women are frequently denied promotion to senior roles or involvement in major projects for fear that maternity leave will inevitably intervene somewhere along the line. In high-demand professions that call for emotional toughness and competition such as law or finance, working mothers are often seen as lacking the determination to drive forward or are deemed violating social norms by failing to be “ideal mothers”, i.e., putting their work ahead of their children. (Romeo Vitelli 2014). Our tendency is to stereotype women as displaying certain characteristics, which are ascribed more strongly to female behaviours. Anne Boring suggests stereotypical female behaviours include concern for the welfare of other people—for example, affectionate, helpful, kind, sympathetic, interpersonally sensitive, nurturant, and gentle (2017). These attributes are by no means negative but do interfere with their potential when the opportunity is never given to a female candidate. Stereotypes are remarkably hard to abandon and doing so is plaguing women in the professional sphere.