Women have won several battles throughout history and have done so by challenging the status quo and fighting for their rights and recognition. The fight continues, be it on the personal front or in the corporate world. Over the last decade or so, there has been a significant and discernible shift in the acceptance of women as influential leaders. However, as per McKinsey’s report, even today only one in four C-suite leaders, is a woman. Women are significantly underrepresented in leadership roles, and we still have a long way to go.

Despite greater momentum toward gender equality, women continue to face challenges in securing leadership roles, especially in traditionally male-dominated industries and domains. This is despite the fact that companies with women executives are 30% more likely to outperform their peers, as per a report by Zippia. Besides, women have this unique potential to drive employee engagement and bring positive change in organizations, communities, and society at large. The question we need to ask is – what does it take for a woman to become a leader, and how can the ecosystem enable her?

Obstacles Women Face

There are several obstacles that come in the way of women’s success, in any workplace. More than any other factor, unequal expectations, and companies’ lack of readiness to elevate women are cited as major reasons why there aren’t more women in top leadership positions. Women are held to higher standards and are required to put in more effort to prove themselves.

According to the latest ‘Women in the Workplace’ report from McKinsey, published in partnership with LeanIn.Org, for every 100 men who are promoted from entry-level roles to manager positions, only 87 women are promoted. As a result, men significantly outnumber women at the managerial level, making it difficult for women to catch up. There are simply too few women to promote to senior leadership positions.

Strategies to Address the Obstacles

  • Pay to keep, not seek – this will instill more confidence among women and keep them committed to the organization
  • Companies need to break down gendered career paths, so that women don’t get stuck in menial roles, from where climbing up to a responsible leadership position becomes that much more difficult
  • Workplaces should be explicit about their strategies that aim to support women, and help them obtain the skills and experience to manage a team or group
  • Women leaders should work for companies that prioritize flexibility, employee well-being, and DEI – Diversity, Equity, and Inclusion

How Can Organizations Help? Organizations can take several actions to assist women to grow into leadership positions. This includes giving women an equal chance to participate in leadership programs, mentorship opportunities, and networking events. Read More

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This authored article by Bindu Surendran was published in ET Hospitality World.