Background: In family firms, succession is a critical and complex issue and may determine the business continuity. The succession process often involves a transfer of leadership from one generation to another. Despite acknowledging that gender may affect succession, there is little available research investigating the role of gender in family business succession. 

Purpose: This study aims to understand and explore the role of gender in the succession process and the successor selection. Furthermore, the study aims to contribute to the extant research on gender within the succession process by providing an in-depth study on succession and gender issues in small to medium sized family firms. 

Method: This study is guided by a relativist and constructivist research philosophy. The qualitative study utilises an interview study strategy and is influenced by an inductive approach. Empirical data was gathered through eight in-depth semi-structured interviews with both successors and predecessors. The empirical findings were analysed using a thematic analysis approach. 

Conclusion: The findings show that gender shapes and influences perceptions and ideas regarding successors and succession. Thus, gender and gender stereotypes may affect successors assumptions of succession. The study finds that not just predecessors or the family affect perceptions of gender in succession. It is found that gender and gender stereotypes in the society and within the industries may also affect assumptions of succession and successor selection. Despite this, these stereotypes and perceptions do not seem to manifest in the choices or decisions one make regarding successor selection or the succession process in general.