In the world of business, leadership roles are often viewed as the pinnacles of success, but for women, these peaks can feel like distant summits, largely untouched. Despite an array of evidence showing the benefits of diverse leadership, women still hold fewer than a third of global executive roles. At this rate, experts say it might take another century to reach gender equality in leadership (UN Gender Snapshot 2022). To speed up that timeline, we need to understand the unique barriers women face and the practical steps we can take to overcome them.
This blog series aims to provide a roadmap for greater gender equality in leadership, drawing on research from the Centre for Creative Leadership. Their ‘White Paper’ highlights nine essential changes needed to foster diversity based on data given from a pool of men and women. This series will explore these barriers in detail, raise awareness and indicate how we can begin championing change.
The obstacles to women’s advancement are varied and complex, often rooted in cultural biases that subtly shape our perceptions and systems. In this series, we’ll explore ways that individuals and organisations can support women’s growth at every level. But in this first post, I’ll focus on two areas where women can take action directly: self-promotion and networking. These strategies aim to empower women to realise their leadership potential and engage in reshaping their professional landscape.
Self-Promotion: Owning and Communicating Value
Research shows that women are often more cautious than men about applying for roles unless they meet 100% of the qualifications, while men typically apply if they meet only 60% (Harvard Business Review). This hesitation with self-promotion can lead to scenarios where women are promoted based on their past achievements, while men are promoted based on their potential.
It’s not fair to place the responsibility for gender inequity solely on women’s lack of “self-confidence” either, as confidence itself has become a gendered term. Women face a balancing act: showing too little confidence can stall career progression, while too much confidence can be perceived as “unfeminine” or “too much.” Women shouldn’t have to conform to a stereotypically “male” leadership style to be successful. Instead, they should be encouraged to find a leadership style that feels authentic and aligned with their strengths.
Even so, self-promotion is an essential skill. Women often use “we” rather than “I” when discussing accomplishments, which can unintentionally obscure their contributions. Cultural conditioning may also encourage women to accept additional responsibilities without seeking praise or reward. While self-promotion may feel uncomfortable, it is an essential practice that, when done authentically, can help women showcase their unique value.
To build this skill, think about integrating self-advocacy into your daily interactions instead of saving it just for interviews. Gaining visibility helps ensure that your hard work is recognised, opening doors to new opportunities, resources, and connections that can propel your career forward.
Networking: Building Connections for Advancement
Alongside self-promotion, networking is another powerful tool for women aiming for leadership. Sylvia Ann Hewlett’s research on career advancement highlights that men, more than women, understand the importance of visibility and connections within an organisation. Men’s informal networks have long been instrumental in advancing their careers, operating as “boys’ clubs” that support, mentor, and promote young men. But where are the equivalent support systems for women?
The people we connect with can open doors to job opportunities, share valuable information, and offer mentorship and guidance. Studies indicate that women often lack access to influential, same-gender contacts, particularly in male-dominated fields. Responsibilities outside of work, such as family care, can also limit the time women have to build these networks.
Unfortunately, the exclusion of women from informal networks has been well-documented. Research from the 1990s and 2000s shows that women are frequently left out of these networks, and when they do participate, the benefits are often less substantial than those enjoyed by men (Insead Research Paper). Men’s networks tend to offer more informal support and connections that directly contribute to career advancement.
Moving Forward with Self-Promotion and Networking
These gaps and barriers women still face in reaching leadership roles are exactly why we’re driving change at Ellect. Backed by research and real-world experiences, we’ve created programs like Ellect Women Events to help break down networking barriers and give women a chance to build their own powerful support networks. These events are welcoming and inclusive, helping women strengthen their leadership skills and find their place at the decision-making table.
We believe that by embracing both self-promotion and networking, women can begin to navigate and overcome existing barriers. Advocating for your unique contributions and cultivating meaningful connections can enhance visibility, boost influence, and open new doors for career advancement.
Ellect is fully committed to supporting women on this journey—offering opportunities to lead authentically, pursue professional goals, and create lasting change. As we continue this series, we’ll dive deeper into more ways that individuals and organisations alike can contribute to advancing women’s leadership, bringing us all closer to a more equitable workplace.