Women in Leadership: What’s Still Getting in the Way?

We often hear that women in leadership are “on the rise”—and yes, there’s progress. But look a little closer, and the story is more complicated. Despite making up nearly half of the global workforce, women still hold only about 30% of leadership roles, and progress has slowed in recent years.

The First Big Hurdle: That Early Promotion

One of the biggest barriers shows up surprisingly early. McKinsey’s latest research points out that women are consistently less likely to be promoted into that first management role—the “broken rung” that holds many back from climbing the ladder later on. Once that step is missed, catching up becomes much harder.

Culture Still Sends Powerful Signals

Workplace culture also plays a huge role. A recent Wales study found that 86% of people believe leadership still favours certain personality types—usually ones associated with traditional, masculine leadership styles. These biases aren’t always intentional, but they shape who gets support, visibility and opportunities.

Caring Responsibilities Still Fall Heavily on Women

Caring duties remain a major barrier. In the same study, 82% said caregiving made it harder for women to move into leadership roles, and those working part‑time or flexibly often felt excluded from progression entirely. Globally, support structures are patchy too—58% of countries don’t offer paid leave for caring for adult family members, and 90% lack strong protections against workplace harassment.

The Mentorship Gap

Another challenge? Mentorship. It’s one of the biggest predictors of leadership success, yet only 10% of respondents in some studies had access to any mentoring scheme at all. Without guidance and advocacy, women are often navigating career moves alone while male peers benefit from informal networks

Flexibility Is Great… Until It Isn’t

Even though flexible working is more common now, it doesn’t always help women advance. McKinsey’s research shows women working remotely are less likely to be promoted, while men don’t face the same setback. And burnout among senior women remains high.

Why It Matters

This isn’t just about fairness—it’s about performance. Organisations with gender‑diverse leadership teams are more innovative and more profitable, and they build healthier cultures overall.

The bottom line? Women are ready to lead. The real question is whether organisations are ready to remove the barriers that keep holding them back.

By Natalie Leaf