Overcoming Leadership Barriers at Work: A Guide for Women

In the past few decades, women have made significant strides in the workforce, but when it comes to leadership roles, there’s still a noticeable gender gap. Although women make up almost half (49.3%) of the global workforce, they hold just about 32% of senior leadership roles, such as directors, vice presidents, and C-suite executives, according to the Global Gender Gap Report 2023 by the World Economic Forum.

The report also emphasizes that women’s representation in C-suite positions is considerably lower, accounting for only 25% of these top leadership posts, based on data from LinkedIn across 163 countries.  Regardless of race or ethnicity, the data show a tendency toward an underrepresentation of women in higher-level positions.

Nonetheless, women are still progressing through the ranks, shattering stereotypes and questioning conventional ideas of leadership.  The issue isn’t just about how few women hold leadership roles; it’s also about how much of an impact they have on their communities and industries once they do.

Despite the difficulties, there are real advantages to having women in leadership positions.  Businesses with a higher proportion of female executives typically outperform their counterparts in terms of market share and profitability.

This guide explores why women’s leadership is crucial, the challenges women face in reaching top roles, and practical steps for women to rise to leadership roles.

Let’s dive in.

The Current State of Women in Leadership: Key Data and Trends

Before exploring the barriers women face and the strategies to overcome them, let’s take a look at the state of women in leadership:

1. Representation in Leadership Roles:

• Fortune 500 companies had only 41 female CEOs in 2023, a meager 8.2% of the total, despite women accounting for nearly 50% of the labor force in the U.S.
• The European Union did pass a directive in 2022 mandating a minimum of 40% female representation among non-executive directors or 33% among all directors on the boards of large listed companies by June 30, 2026. This move is aimed at correcting gender disparities in decision-making at the highest levels.

2. Impact on Profitability:

• Companies with greater female representation in leadership have reported a 34% higher return on investment. These figures clearly show that advancing gender diversity, particularly in the tech sector, not only creates a more inclusive and dynamic workplace but also drives greater innovation and stronger profitability.

These numbers reflect both the gaps and the enormous potential when women rise into leadership positions.

Barriers Women Face in Leadership Roles

While progress has been made, women still face a multitude of barriers in their pursuit of leadership roles. Here are some of the most pressing challenges:

1. Gender Bias and Stereotyping

Women often have to overcome gender biases and preconceived notions about what makes an effective leader. Leadership is frequently associated with masculine traits like decisiveness and assertiveness. Women, on the other hand, are often expected to be more nurturing and collaborative, which can be viewed as less effective in leadership positions. This creates a double bind if a woman is too assertive, she might be labeled as bossy; if she is too collaborative, she might be seen as weak.

According to the 2024 Checkr Workplace Equality Survey, 69% of women believe that management would promote a man over a woman solely because of gender. Additionally, 80% believe that men show less respect toward female managers, and 82% fear that reporting gender bias or discrimination could harm their job security or career advancement.

Together, these findings highlight how deeply entrenched biases continue to create barriers, limiting women’s opportunities for advancement, recognition, and influence in leadership.

2. Limited Access to Mentorship and Sponsorship

Many women struggle to find mentors and sponsors who can advocate for their advancement. Unlike mentorship, which provides guidance, sponsorship involves influential leaders actively opening doors for high-potential talent. According to Harvard Business Review, this lack of sponsorship is a significant barrier preventing women from reaching top leadership positions. Men are more likely to receive sponsorship, leaving women at a disadvantage when it comes to visibility, opportunities, and promotions.

3. Work-Life Balance

The struggle to balance work responsibilities with family obligations continues to be a significant barrier for women. Statistics indicate that stress and burnout are impacting more women than men, and specifically, more working mothers than working fathers. While men’s roles at home have evolved, women are still primarily responsible for childcare, eldercare, and maintaining household responsibilities. This double shift of professional and personal duties can make it difficult for women to pursue leadership roles without additional support.

4. Pay Gap

The gender pay gap is another critical issue. On average, women in the USA make just 82 cents for every dollar earned by men, but this gap can be even broader when aspects like race and ethnicity are considered. This disparity compounds over time, limiting women’s access to leadership opportunities. Lower pay means fewer resources for networking, career development, and mobility. It also signals undervaluation, which can delay promotions and reduce visibility in succession planning.

How Women Can Overcome Barriers to Leadership

Despite significant progress in recent years, the barriers women face can make it difficult for even the most talented women to rise to the top. However, by recognizing these obstacles and developing strategies to overcome them, women can create new opportunities for themselves and others.

Now, let’s explore the actionable steps women can take to break into leadership roles and sustain growth.

1. Build and Leverage Your Brand for Leadership

It’s essential to build a strong personal brand to advance into leadership roles. It’s about intentionally shaping how you’re perceived and making your value visible to the right people.

Here’s a structured approach:

Leadership branding is not a one-time effort it’s a continuous practice. The women who stand out most aren’t just visible during major achievements; they cultivate influence day-to-day through the consistency of their voice, values, and actions. Over time, this consistent leadership identity becomes a magnet for greater opportunities.

2. Gain Sponsorship, Not Just Mentorship

While mentorship is valuable, sponsorship having someone in a position of power advocate for you is even more crucial for women aiming for leadership roles. A sponsor actively pushes you into opportunities and ensures that your achievements are visible at the decision-making table.

• Seek High-Level Sponsors: Identify senior leaders both male and female who are willing to take an active role in promoting your career. Sponsorship is not about advice; it’s about advocacy. Look for leaders who have the political clout and willingness to vouch for your abilities in meetings with executives or hiring committees.
• Develop a Relationship with Decision-Makers: Work to build strong relationships with those who can impact your career path. Share your ambitions with them and ask for their guidance on how to navigate the leadership ladder. You have to continuously build your network, be visible, and maintain those relationships.
• Leverage Sponsorship Programs: Many companies have formal sponsorship programs. Get involved in forward-thinking, visionary initiatives such as Catalyst to position yourself for senior roles and gain real leadership mentorship from those at the top. Catalyst is a global nonprofit organization, offering Women’s Leadership Development Programs designed to advance women in leadership roles across various industries. 

Indeed, access to leadership is rarely based on talent alone; it often hinges on who is willing to speak your name in rooms you haven’t yet entered. Building powerful alliances with influential leaders turns quiet potential into undeniable presence.

3. Embrace the Inner Attitudes That Define Successful Women Leaders

While strategies and skills are essential, women leaders should be aware that a leadership journey truly takes shape through the mindset you bring to it. How you approach challenges, decisions, and team dynamics can make the difference between being seen as a competent contributor and stepping fully into a leadership identity. For women aiming to overcome barriers, adopting the right mindset can help open doors, build confidence, and drive long-term impact.

By embracing these mindsets, women can navigate barriers with authenticity, courage, and vision shaping not only their own leadership path but also transforming the environments and industries they influence.

4. Harness the Power of Emotional Intelligence (EQ) in Leadership

A key factor in women’s leadership effectiveness is the ability to manage relationships, motivate others, and remain composed under stress. These traits are tied to emotional intelligence the ability to recognize and manage your own emotions while understanding and influencing the emotions of others.

• Work on Your Empathy: Empathy is essential in leadership, particularly in challenging or emotionally charged situations. Women who can genuinely understand their teams’ struggles can cultivate loyalty and drive higher performance.
• Develop Conflict Resolution Skills: Effective leadership involves managing conflict. Instead of avoiding difficult conversations, practice how to approach sensitive issues.
• Leverage EQ in Decision-Making: Women with high EQ can read the room and know when to push for change and when to wait. They build trust and inspire confidence in others by making decisions that consider not just the hard data but also the human element.

5. Address the Gender Pay Gap Strategically

To address the gender pay gap, women leaders must take proactive, strategic actions to ensure fair compensation. This begins with being assertive in salary negotiations, researching industry standards, and understanding personal worth. Many women tend to underprice themselves during negotiations, but with proper preparation and confidence, they can secure higher salaries.

Practicing negotiation techniques with mentors or peers is essential to building this confidence. Additionally, advocating for transparent pay structures within organizations is critical. Pay transparency fosters accountability and fairness, ensuring equal pay for equal work. Higher pay transparency can help lessen the gender pay gap by permitting women to identify unfair pay practices and challenge them.

Understanding market standards allows for informed salary expectations, empowering women to negotiate with confidence. Data-driven negotiations, backed by an understanding of compensation trends, provide a strong foundation for ensuring fair pay.

In organizations without transparent pay policies, women leaders must advocate for clear, equitable structures that foster workplace fairness and pay equality.

6. Build a Robust Network of Allies and Advocates

Women looking to climb the leadership ladder often need to develop strong relationships beyond their immediate team. This includes creating a network of allies, both male and female, who can amplify their career efforts and provide support in moments of need. Women sometimes face challenges in their professional environment, and having a support system is vital to navigating those challenges.

• Leverage Cross-Departmental Networks: Expand your professional network beyond your immediate role or department. Strong leaders are often well-connected in their organization. Seek relationships with colleagues from other departments to gain exposure to different areas of the business and strengthen your professional network.
• Mentorship and Peer Support: In addition to having sponsors, seek mentorship from women who have successfully navigated leadership challenges. Peer support is equally critical, as women often face unique challenges in leadership positions. Forming a leadership circle or peer advisory group can be valuable for sharing advice, offering feedback, and providing moral support.
• Strategic Partnerships Outside the Organization: Women leaders should build relationships outside their organization, joining professional associations, women’s networks, or leadership organizations. For instance, joining groups such as LeanIn.org, Women in Technology International (WITI), or Women’s Business Enterprise National Council (WBENC) can expand visibility and create opportunities.

7. Combat Impostor Syndrome to Unlock Leadership Potential

One of the greatest internal barriers women face on the path to leadership is impostor syndrome the persistent feeling of not being good enough or not deserving of success. Women are more likely than men to experience impostor syndrome, particularly in senior leadership roles.

This internal struggle can undermine confidence, limit career progression, and prevent women from fully stepping into leadership positions. Overcoming it requires deliberate action: recognizing and reframing negative thoughts, building competence-based confidence, and seeking professional support when necessary.

Women leaders must approach impostor syndrome as a challenge to be managed strategically, just like any external business obstacle.

Practical Approaches to Combat Impostor Syndrome:

Recognizing impostor syndrome as a widespread, manageable experience is critical for women aiming for leadership excellence. With consistent practice in reframing achievements, investing in continuous growth, and seeking targeted professional support when needed, women leaders can dismantle internal barriers and fully claim their space at the leadership table.

8. Leverage Intersectionality in Leadership

It’s critical to recognize that the challenges women face in leadership aren’t solely due to their gender; intersectionality plays a significant role in shaping their experiences. Women of color, LGBTQ+ women, and women from diverse cultural backgrounds experience unique challenges in leadership roles. Understanding these challenges can help women build solidarity with others and advocate for a more inclusive environment.

• Acknowledge the Layers of Challenge: Women who belong to multiple marginalized groups face compounded challenges. For instance, Black women face gender bias and racial discrimination, and LGBTQ+ women may deal with biases related to sexual orientation. These layers of challenge require tailored strategies for navigating leadership.
• Advocate for Inclusive Leadership: Women in leadership positions should prioritize building inclusive environments where diversity is celebrated and marginalized voices are actively empowered. By fostering a culture that embraces different identities and perspectives, organizations can unlock greater innovation, resilience, and performance.
• Drive Systemic Change Through Strategic Advocacy: Beyond creating inclusive cultures, women leaders must work to institutionalize equity by pushing for concrete policy changes. This includes advocating for equitable pay structures, flexible work options, leadership development programs for underrepresented groups, and transparent promotion pathways, ensuring systemic support for diverse talent at all levels.

Through the lens of intersectionality, women can expand their influence beyond individual success, helping to design workplaces where true inclusion and equitable opportunity are more than just ideals they become lived realities.

9. Set Clear, Specific Goals for Career Advancement

Ambition alone does not guarantee career progression; clarity, focus, and a strategic plan are essential. Many women in leadership roles slow their advancement because they do not set specific, measurable goals. To move forward effectively, women leaders must design a detailed roadmap, track progress consistently, and remain adaptable to new opportunities as they arise.

Strategic goal-setting ensures that ambition is directed, actionable, and aligned with long-term leadership aspirations.

Practical Approaches for Setting Career Goals:

Setting specific goals paired with consistent review and adaptability ensures a structured yet flexible pathway to leadership success, enabling women to capitalize on both planned milestones and unexpected opportunities.

Select the Right Leadership Training Provider

For women aspiring to leadership roles or looking to thrive at the highest levels, targeted leadership training is not just valuable it is essential. The right training programs help women overcome traditional barriers, build critical leadership competencies, and develop the confidence to lead transformational change across industries.

Organizations that are serious about fostering diverse leadership must prioritize comprehensive training opportunities tailored to the challenges and strengths of women leaders. Programs that sharpen emotional intelligence, adversity management, social influence, and inclusive leadership practices give women the edge they need to advance and to revolutionize how leadership is defined and practiced.

Edstellar, under its umbrella of Corporate Leadership Skills Training Courses, offers a suite of specialized programs designed to empower women leaders with the skills, strategies, and mindsets they need to thrive. Below are some of the most relevant Edstellar courses to support women in leadership development and organizational impact:

Choosing the right leadership training is one of the most powerful investments women can make in their journey to leadership excellence.

Conclusion

Leadership is built through bold action, strategic clarity, and unwavering commitment to growth. Across industries and sectors, women are redefining what it means to lead, proving that true leadership is not confined by gender but powered by vision, resilience, and impact.

One of the most powerful accelerators for women’s advancement into leadership is targeted, high-quality training. Leadership excellence is nurtured through experience and deliberate learning, coaching, and upskilling. Organizations committed to true equity must invest equally in developing women’s leadership capabilities, ensuring access to the same depth of training, mentorship, and opportunities traditionally afforded to men.

Finding the right training partner is critical in this mission; providers like Edstellar deliver comprehensive leadership programs that build confidence, strategic thinking, and executive presence among women leaders.

Each step taken dismantles old barriers and moves women closer to a future where leadership is shaped by talent and courage and where gender equity is not an aspiration, but the standard.