Women in Leadership: Breaking Barriers and Advancing Equity

Despite progress in gender equality, women remain significantly underrepresented in top leadership roles. Only 10.4% of Fortune 500 CEOs are women, and just 12.2% of the 15,000 C-suite positions (Women CEOs in America 2024 Report). These startling statistics highlight a persistent gap in equity and opportunity for women in leadership positions. So why does this disparity continue?

Recent research reveals one contributing factor: how “agentic” qualities are perceived in women. These traits, such as self-assertion, independence, and ambition, are often seen as essential for leadership. However, while these qualities are generally viewed positively in men, they are frequently interpreted differently when exhibited by women, often leading to biased judgments. A 2022 study by Ma, Rosette, and Koval examined how these perceptions influence women’s promotability, uncovering key patterns in how agentic traits affect leadership decisions.

The Role of Agentic Qualities in Women in Leadership

The 2022 study examined how agentic traits impact perceptions of promotability for women in leadership roles. Participants assessed whether women demonstrating these traits would receive promotions at the same rate as men exhibiting the same behaviors.

The findings revealed:

• Positive Traits: Competence, independence, and diligence led to higher promotability for women.
• Negative Trait: Dominance was viewed as a disadvantage, often making women appear less promotable.

These insights emphasize the complex and often unfair role agentic traits play in shaping perceptions of women’s leadership potential. Understanding these dynamics, organizations can implement strategies to reduce bias and create equitable pathways for women to advance into leadership roles.

Strategies to Bridge the Gap for Women in Leadership

Organizations can take actionable steps to ensure fair and equitable promotion practices for aspiring female leaders. To achieve this, consider the following strategies:

1. Support Aspiring Female Leaders with Personal Growth Opportunities

Helping aspiring female leaders thrive begins with providing the right tools and training. Women-centric leadership programs should focus on building skills like confidence, independence, and dedication. Group training offers value, but personalized coaching makes a more significant impact by addressing individual strengths and challenges. As a result, leaders feel more empowered to advance.

2. Change How Leadership Traits Are Viewed

Viewing dominance as a negative trait for women highlights the need to shift perceptions. Leaders benefit from training that helps them see actions like giving honest feedback as strengths, such as assertiveness or strong communication skills. Consequently, this perspective shift reduces bias and ensures fair evaluations.

3. Use Inclusive Language

Inclusive language is essential for creating a welcoming and equitable workplace. Words that empower individuals to embrace their authentic selves foster a positive and supportive culture. Furthermore, inclusive communication encourages collaboration and builds trust across teams. Refer to our Inclusive Language Guidelines for practical tips and insights on the impact of inclusive language.

Empowering Women in Leadership for the Future

Achieving true leadership equity requires comprehensive and intentional effort. By challenging biases, offering tailored development opportunities, and cultivating an inclusive culture, organizations unlock the full potential of women leaders. These strategies not only drive gender equality but also enhance creativity, collaboration, and long-term success. Therefore, empowering women in leadership is not just the right thing to do—it’s a smart investment in a brighter, more innovative future.

At CMA Global, we create tailored solutions to build inclusive and equitable workplaces. Explore how our coaching programs and leadership development initiatives support your organization in championing diversity and elevating women leaders.

Ready to take the next step? Contact CMA Global today to learn how we can help you empower the next generation of leaders.

Reference: Ma, A., Rosette, A. S., & Koval, C. Z. (2022). Reconciling female agentic advantage and disadvantage with the CADDIS measure of agency. Journal of Applied Psychology. Advance online publication. https://doi.org/10.1037/apl0000550

This article was updated with new statistical data and information on: December 30, 2024