Why Are There Still So Few Women in Senior Leadership?
In my recent podcast conversation with Geraldine Gallacher, Chief Executive of the Executive Coaching Consultancy, we explored a question that continues to challenge organisations across sectors. Why, despite decades of progress and clear evidence of the benefits of diverse leadership, are there still so few women in senior positions?
Geraldine has spent more than thirty years working with leaders and organisations to build more inclusive cultures. Drawing on this experience, she offered some powerful reflections on the structural, cultural and personal factors that continue to shape women’s progression to the top.
The Persistent Barriers
One of the most striking themes from our discussion was the persistence of outdated assumptions about leadership. Many organisations still unconsciously measure women against a traditional male model of leadership, rather than valuing different but equally effective approaches. This has consequences not only for women but also for the quality of leadership more broadly.
We also examined the challenges women face during critical career transitions. Geraldine highlighted how mid-career stages, often coinciding with family responsibilities, can create a pinch point where women are more likely to step back. Unless organisations provide the right support at these moments, talented leaders can be lost from the pipeline.
The Role of Organisational Culture
Another important insight was the influence of organisational culture. Even where formal policies exist, culture often dictates whether women feel genuinely able to take advantage of them. If senior leaders do not actively model flexible working or if progression seems tied to presenteeism, women may feel their options are limited.
Geraldine stressed the need for organisations to move beyond compliance and to foster cultures where different life experiences and leadership styles are not only accepted but seen as strengths.
What Leaders Can Do
For those of us working with teams and organisations, the message is clear. Leaders need to question their own assumptions about what effective leadership looks like. They must ensure that career pathways are not designed for one type of leader alone. Coaching can play an important role here, helping individuals to recognise and overcome barriers, and supporting organisations to create genuinely inclusive environments.
Why This Conversation Matters
The under-representation of women at senior levels is not simply an issue of fairness. It directly affects organisational performance, decision-making and innovation. As Geraldine emphasised, diverse leadership is stronger leadership. Yet progress will remain slow unless both individuals and organisations take deliberate action.
Listen to the Full Conversation
This blog only touches on some of the themes from our discussion. Geraldine shared many more insights and practical suggestions for leaders who want to drive meaningful change. I encourage you to listen to the full episode of the podcast to explore the conversation in depth.
You can find the episode here