Article

Stereotypes of the Executive Assistant

Overview

The executive assistant (EA) role has evolved from a subordinate, gendered, and undervalued position to one that is increasingly recognized for its strategic importance. However, persistent stereotypes continue to shape perceptions, workplace experiences, and career trajectories for EAs, especially women and minorities. These stereotypes are rooted in historical, cultural, and organizational biases, and are reinforced by media portrayals, workplace practices, and broader patterns of occupational segregation.

Gendered Perceptions and History

The profession of secretary and, by extension, executive assistant, became feminized in the 20th century, especially after the invention of the typewriter and the expansion of clerical work. By the 1930s, secretarial work was predominantly associated with women and considered a "pink-collar" job.
Stereotypes have long depicted EAs as women performing menial or subservient tasks (e.g., making coffee, filing, or serving as a "gatekeeper"), reinforcing the notion that these roles are less valuable or require less skill than male-dominated professions.
Despite the increasing complexity and responsibility of the EA role—including project management, policy influence, and acting as a proxy for executives—media and workplace culture often lag in recognizing this evolution.
The feminization of the role has contributed to its devaluation in terms of pay, prestige, and advancement opportunities, even as the required skill set has expanded to include business acumen, project management, and decision-making.

Media Portrayals

Popular media frequently reinforce the stereotype of the female assistant as either a background figure or a source of comic relief, rarely highlighting the strategic or leadership aspects of the role.
The "sexy secretary" trope and the depiction of EAs as either overly ambitious or romantically entangled with their bosses further trivialize the profession and contribute to workplace bias.
Media representations often ignore the diversity of the EA role, its increasing professionalization, and the growing number of men and people of color in these positions.

Emotional Labor and Invisible Work

EAs are often expected to perform significant emotional labor—managing not only logistics but also the interpersonal dynamics of the office, supporting executives' emotional needs, and maintaining a positive organizational climate.
Emotional labor is frequently unrecognized and uncompensated, despite being essential to organizational functioning. This expectation is gendered, with women disproportionately expected to provide emotional support and deference.
The invisibility of emotional labor contributes to the undervaluation of the EA role and reinforces stereotypes about the "natural" suitability of women for support work.

Workplace Impact: Occupational Segregation, Glass Ceiling, and Sticky Floors

Stereotypes contribute to occupational segregation, with EAs and similar roles being undervalued in pay and prestige compared to male-dominated positions, even when the work requires high levels of skill and responsibility. See Occupational Segregation.
The "glass ceiling" refers to invisible barriers that prevent EAs—especially women and minorities—from advancing to higher-status or leadership roles, regardless of qualifications. See Glass Ceiling.
The "sticky floor" phenomenon describes how women in support roles are less likely to begin climbing the career ladder, remaining in low-mobility, low-prestige positions due to discriminatory employment patterns and stereotypes.
Conversely, the "glass escalator" effect describes how men in female-dominated roles like EAs may be promoted more quickly to higher-status positions, benefiting from their minority status in these fields.

Intersectionality and Discrimination

Women and minorities in EA roles may face compounded discrimination due to intersectionality, experiencing both gender and racial/ethnic bias in hiring, evaluation, and promotion. See Intersectionality.
The stereotype that EAs are not "leadership material" can limit opportunities for advancement, professional development, and fair compensation, regardless of education or skill level.
The motherhood penalty and work-life balance challenges further intersect with EA stereotypes, affecting career progression and pay. See Motherhood Penalty and Work-Life Balance.

Professionalization and Breaking the Stereotype

The EA role increasingly requires higher education, specialized skills, and business acumen. Many EAs now hold bachelor's degrees and manage complex projects, budgets, and teams.
Professional organizations (e.g., International Association of Administrative Professionals) and advocacy groups have worked to reframe the EA role as a strategic partner in leadership, emphasizing the need for business acumen, project management, and decision-making skills.
Mentorship, networking, and visibility are key strategies for EAs seeking to overcome stereotypes and advance their careers. Leadership development programs and transparent promotion criteria are essential for dismantling persistent stereotypes.
Organizational efforts to increase transparency in promotion, provide leadership development, and recognize the value of administrative work are essential to dismantling persistent stereotypes.

Digital Transformation, AI, and the Future of the EA Role

Digital Transformation: The rise of digital tools, remote work, and automation has fundamentally changed the EA role. EAs are now expected to master a range of digital platforms, manage virtual teams, and adapt to rapidly evolving technologies. This shift has introduced new stereotypes, such as the idea that support roles are easily replaceable by software or AI, which can further devalue the profession despite the increased complexity and skill required.
AI and Automation: The integration of AI and automation in administrative work is reshaping the EA profession. While some routine tasks (e.g., scheduling, data entry) can be automated, EAs increasingly focus on higher-level responsibilities such as project management, strategic planning, and interpersonal communication—areas where human judgment and emotional intelligence remain essential. However, the narrative of "replaceability" persists, creating anxiety about job security and reinforcing the undervaluation of support work.
Hybrid and Remote Work: The COVID-19 pandemic accelerated the adoption of remote and hybrid work models, requiring EAs to develop new skills in digital communication, cybersecurity, and virtual event management. These changes have also blurred the boundaries between work and personal life, increasing the emotional labor expected of EAs and reinforcing gendered expectations around availability and flexibility.

Intersectionality and Global Perspectives

Intersectionality: The experience of EAs is shaped by the intersection of gender, race, class, and other identities. Women of color, LGBTQ+ individuals, and people with disabilities may face compounded stereotypes and barriers in the EA profession. For example, Black women EAs may encounter both racialized and gendered expectations of deference and emotional labor, while men in EA roles may experience the "glass escalator" effect but also face stigma for working in a feminized profession. See Intersectionality.
Globalization and Diversity: As organizations become more global, EAs increasingly work in multicultural environments, navigating language barriers, cultural norms, and international business practices. This diversity can enrich the profession but also introduces new challenges related to bias, inclusion, and the recognition of skills across different contexts.

Professionalization and Advocacy

Professionalization: The EA role has become more professionalized, with many EAs holding advanced degrees and certifications. Professional organizations (e.g., IAAP) advocate for the recognition of EAs as strategic partners, not just support staff. However, stereotypes persist, and the profession continues to struggle for equal pay, advancement, and respect compared to male-dominated fields.
Advocacy and Change: Efforts to dismantle stereotypes include mentorship programs, leadership development, transparent promotion criteria, and organizational policies that recognize the value of emotional labor and administrative expertise. Diversity, equity, and inclusion (DEI) initiatives are critical for addressing intersectional barriers and promoting fair treatment for all EAs.

Media, Pop Culture, and Representation

Media Portrayals: Media and pop culture continue to shape perceptions of EAs, often reinforcing outdated stereotypes (e.g., the "sexy secretary" or the subservient assistant). However, there is a growing movement to highlight the strategic, leadership, and technical skills of EAs in contemporary narratives. Positive representation can help challenge bias and inspire new generations to pursue and value the profession.