The purpose of this study was to test whether behavioral displays of femininity negatively affect perceptions of women’s leadership skills, competence and promotability and, therefore, impede progress towards gender parity. This study aimed to add to existing literature on gender bias, which currently primarily examines only physical displays of femininity, by examining feminine behavioral displays as a trigger of stereotype activation. Specifically, I examined how apologizing behaviors versus expressions of gratitude predict others’ perceptions of actors’ leadership skills, competence, and promotability. Moreover, I tested whether this relationship was moderated by actor gender. In line with theory on gender stereotype activation, I argued that apologizing would lead to less favorable evaluations of women than use of gratitude. Furthermore, because women’s socialization encourages them to apologize excessively as a means to be relational, I argue that an expression of gratitude in place of an apology would result in more favorable evaluations of women. Additionally, I predicted that apologies from female actors would be rated as more necessary compared to apologies issued by male actors. The present study was an online experimental study with participants recruited through the University of North Carolina at Charlotte’s SONA research system and through MTurk. Study results indicate no significant mean difference between ratings of apology necessity for male and female actors. Further, results indicate no gender interaction for any of the outcome variables; ratings of leadership skills, competence, or promotability. However, the data show a significant effect on the condition level, with expression of gratitude, in place of an apology, leading to higher ratings of leadership skills and competence, but not promotability. More research is needed to better understand potential differences in outcomes of apologies at work for men and women. More broadly, further exploration and development on gender categorized behaviors is needed to help researchers better understand how unconscious and subtle gender bias persists in our work environments.