The way individuals perceive their experiences in the workplace can significantly impact their motivation, engagement, and psychological well-being. However, exposure to gender and age stereotypes can trigger what is known as "stereotype threat," a phenomenon widely studied in organizational psychology literature due to its significant impact on employees' self-esteem, motivation, and performance. The stereotype threat arises when individuals belonging to stereotyped groups feel at risk of confirming negative stereotypes, potentially leading to defensive and even unethical behaviors. In organizational contexts, stereotype threat is a relevant yet underestimated problem. It can directly influence workplace ethics, especially in environments where cultural norms reinforce gender and age inequalities. The primary objective of this study was to examine the perception of gender stereotype threat and its impact on the occurrence of unethical behaviors in the workplace. The study employed a quantitative approach, collecting data via online questionnaires from 167 participants (52.7% women). Instruments included the Stereotype Threat Scale (von Hippel et al., 2011) and the Unethical Behavior Observation Scale (Resende, 2021). Statistical analyses used JASP software, including correlation, t-tests, and linear regression. Results demonstrated that men had a higher propensity to report unethical behaviors (mean = 2.98, SD = 0.99) compared to women (mean = 2.22, SD = 0.96), showing significant differences between the groups (t = 4.89, p < .001). Regression results indicated that higher levels of stereotype threat perception were associated with a greater frequency of unethical behaviors (β = 0.440, p < .001). Gender also emerged as a significant predictor in the regression analysis, with higher levels of threat perception linked to a greater frequency of unethical behaviors among men. Stereotype threat significantly predicts unethical behavior, highlighting the need for organizational interventions that promote diversity and inclusion. Future studies should explore mixed methods and longitudinal designs to better understand these dynamics.