The purpose of this study was to gather data about male leadership bias and how it affected women's treatment, evaluation, and promotion in a predominantly male leadership environment. This was explored through the lens of role congruity theory (Eagly & Karau, 2002) which underscored the impact of gender stereotypes on women leaders, mainly when they occupy leadership roles traditionally associated with masculinity. The research argued that this bias against women in leadership roles was deeply rooted in cultural and societal norms, which further reinforced the notion that leadership is strongly associated with agentic traits, while women are perceived as communal. The current study utilized a quantitative nonexperimental research design and utilized existing data collected at a senior military college. The primary research question (RQ1) was the following: are men and women treated differently based on gender in a leadership environment? RQ2 was this: do men and women perceive that gender impacts how they were evaluated in a leadership environment? The study used a chi-square and t-test to evaluate the data and determine the association with the key variables of gender and the perception of gender bias with evaluations and promotions. The findings provided a significant association for RQ1, indicating that women perceived gender impacted how they are treated in a leadership environment; RQ2 did not find an association between the variables, indicating women did not perceive that gender bias impacted how they are evaluated for leadership or promotion. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]