valuation expert in German development projects. This source is credible because the Landmann is a writer who conducts research supported by various studies, which he also references in the text to proves and establish his statements and claims, while simultaneously backing them with numerical data. This source was chosen because I find it interesting how even in family businesses if a new CEO had to be chosen it was most often the male heir that received the position rather than any female who was equally as qualified, and sometimes even first in line to have that position. This source really shed a light on how different parts of the business world have similar and different views on why such gender gaps exist and how they affect female CEO, and leadership positions in these respective companies and businesses on a much broader scale, and what this means for women and men currently and in the future. This source is helpful with my research because Landmann further breaks down the overall idea presented by Ahrens about the causes of gender gaps in CEO leadership roles and focuses on the problems that female CEOs in leadership roles face in a more centralized and specific business type: The American family businesses. Mohan, Nate. “Compensation Differences between Male and Female CEOs for Publicly Traded Firms: A Nonparametric Analysis” Journal of the Operational Research Society. Pergamon Press., 2015. This source describes how gender is used to determine the wages for many corporate executives pays. The journal shows that the average pay for men is around ten times more than that for women. It also explains that the lack of evidence there is between why female CEOs get paid less is because there is a lack of evidence about salary differences and thus the wage gap problem has not been resolved or taken steps forward to be closer to being resolved. The journal states that although females have the same experience and sales, they still get a lower compensation for men due to gender bias and gender inequality. Mohan writes that the percentage of women who were CEOs, Chairs and Vice-Chairs, were less than 1 percent, and the ratio of pay between these women and men was marginally significant. Mohan explains that a study by Judith Oakley explains that women face hurdles such as lack of training programs and experience because it is more difficult for them to get these positions to begin with. The female leadership style does not fit within a traditional male CEO style, and even if a female passed all other hurdles she would still be seen as less capable as any male applying for the same position. Mohan received his master’s Degree in Economics and has a special focus in gender wage gap. This source describes, in detail, many of the ways that women are purposely set inequivalent to men and how that is detrimental to their lives since it is one of the major reasons for the wage gap that they have to face. The reason this source was chosen is because it further exemplifies the unequal treatment between female and male CEOs and positions in power, and how factors like the wage gap are another issue in why there exists a minority of females in leadership positions. This source is useful in my research because it relates to Mook’s article explaining how the >