The conversation about women in leadership has been going on for decades, yet reported progress feels performative whilst real progress feels slow. Many businesses pride themselves on their diversity and inclusion efforts, but the reality is that women remain underrepresented in senior roles, especially in industries like finance, tech, and energy.
Barriers like unconscious bias, lack of sponsorship, and rigid workplace structures make it harder for them to climb the ladder. Leadership is still often shaped by traditional norms, where assertiveness and visibility are rewarded - qualities that don’t always align with the ways women are socialised to lead.
This isn’t just an equality issue - it’s a business issue. Companies with more women in leadership consistently perform better, bringing diverse perspectives that drive innovation and profitability. Yet the “glass ceiling” persists.
The leadership gap: where do we stand?
Women are making strides in leadership, but senior roles are still overwhelmingly male-dominated. As of 2023, women hold 32.2% of senior leadership positions globally, despite making up nearly 42% of the workforce. In industries like finance, representation has improved - rising from 26% in 2015 to 32% in 2021 - but the upper echelons of power remain stubbornly resistant to change.
The barriers aren’t always obvious. Networking gaps, traditional promotion pathways, and unconscious bias continue to shape who gets ahead. Senior roles often reward visibility, long hours, and linear career progression, making it harder for those who take career breaks or work flexibly to rise through the ranks.
Leadership is still defined in ways that favour established norms, meaning talented women are often overlooked or excluded from key opportunities.
This isn’t about women needing to do more. It’s about companies changing how they assess, promote, and support leadership talent. When businesses take action, progress happens. The FTSE 100 set a target for women to hold 33% of board positions by 2020 - by 2023, it had risen to 39%. Targets help, but long-term change requires restructuring leadership pipelines to ensure progress isn’t just a numbers game, but a cultural shift.
Real strategies for change
Progress doesn’t happen just by acknowledging the problem - companies need to actively change how they hire, promote, and develop leaders. That starts with tackling the structural barriers that hold women back.
Rethinking recruitment is key. Bias in hiring still exists, often in subtle ways. Many firms unknowingly favour candidates who fit ‘traditional leadership moulds’, meaning women - and particularly women of colour - face additional barriers. Reviewing job descriptions, ensuring balanced shortlists, and using structured interview processes can make leadership pipelines more inclusive from the start.
Mentorship and sponsorship also make a difference. Senior roles are often secured through networks and recommendations, yet women don’t always receive the same sponsorship opportunities as men. Businesses that actively pair women with senior mentors and sponsors create a clearer path to leadership.
Another major shift is recognising non-traditional leadership journeys. The expectation that leaders must follow a linear career trajectory - without career breaks or lateral moves - excludes many talented professionals. Companies that embrace flexible leadership pathways tap into a broader, more diverse talent pool.
Finally, workplace culture plays a defining role. Leadership shouldn’t be about who talks the loudest or takes up the most space. Many women lead with a collaborative, strategic, or emotionally intelligent approach, yet traditional corporate structures often undervalue these styles. Encouraging diverse leadership styles removes barriers and strengthens businesses.
Making these changes isn’t just about optics - it’s about ensuring the best people make it to the top, regardless of gender.
The role of businesses: leading from the top
Real change in gender diversity begins with genuine commitment from senior leadership. Without support at the highest levels, even well-intentioned diversity initiatives rarely move beyond lip service.
More firms are setting measurable targets for female representation at the upper tiers of management, ensuring progress is tracked and leaders are held accountable. Unilever, for instance, announced in 2020 that it had achieved a 50-50 gender balance in managerial roles worldwide, an outcome driven by clear objectives and executive-level backing.
But it’s not just about hitting numbers. Pay transparency also plays a significant role in levelling the playing field. When companies openly share salary ranges and address existing pay gaps, they send a strong message about fairness and equality. Mentorship programmes, flexible working arrangements, and diverse hiring panels further demonstrate that leadership is serious about removing barriers.
When the push for gender balance comes from the top, women are more likely to see leadership as an attainable goal rather than a distant aspiration. That’s where lasting change happens - through consistent, visible support from those who have the power to shape workplace culture and career pathways.
Building a leadership pipeline that works for everyone
This isn’t about ticking boxes or offering token gestures. When companies actively remove barriers, they open up leadership pathways that benefit everyone, not just women. A broader range of perspectives leads to more creative, resilient teams, driving growth and innovation in the long term. It’s about creating an environment where everyone, regardless of gender or background, has a fair shot at rising to the top.
At Orbis, we believe real progress starts with rethinking how talent is identified, nurtured, and promoted. That might mean reshaping hiring strategies to reduce bias, introducing flexible leadership models, or designing mentorship programmes that genuinely support women aiming for senior roles.
The goal is to build a pipeline of leaders who represent the diversity of the modern workforce - and to ensure that your organisation stays agile and competitive as the business landscape evolves.
Looking to strengthen your leadership team? Get in touch with Orbis today.
