The power of women leaders: Why developing female leadership matters

“When women lead, we see positive outcomes—not just for women, but for entire communities and economies.”  

(Phumzile Mlambo-Ngcuka, former UN Women Executive Director) 

In today’s evolving workplace, the call for inclusive and diverse leadership is louder than ever. Yet, despite progress, women remain significantly underrepresented in leadership roles. As we celebrate Women's Month, it's an opportunity for organisations to reflect on the critical value women bring to leadership and to re-energise efforts to support their development. 

Why women leaders matter 

Women in leadership are more than just role models—they drive business success and foster healthier workplace cultures. Research consistently shows that organisations with gender-diverse leadership teams: 

• Perform better financially (McKinsey & Company, 2020) 

• Exhibit stronger collaboration, empathy, and emotional intelligence (Harvard Business Review, 2019) 

• Promote inclusive decision-making and innovation (World Economic Forum, 2022) 

Women leaders often lead with a balance of vision and vulnerability, strategy and empathy, and a deep understanding of the human side of business. These strengths are particularly vital in the current world of work, where adaptability, communication, and inclusive thinking are essential. 

Challenges women leaders face 

Despite their strengths and potential, women face persistent barriers on the path to leadership. Some of these include: 

• Unconscious bias and stereotypes (e.g. being seen as too soft or too assertive) 

• Lack of access to networks and sponsorship opportunities 

• Unequal caregiving responsibilities and limited workplace flexibility 

• Fewer role models or visible female leaders in senior positions 

These challenges create what many refer to as a “leaky pipeline”—where women are often lost at various stages of the career ladder. Addressing the leaky pipeline requires intentional organisational change to retain and advance talented women throughout their careers. 

How organisations can cultivate women leaders 

Organisations that are serious about equity and sustainable success must take intentional steps to support the development of women leaders. Here's how: 

1. Invest in Leadership Development Programmes for women 

• Offer targeted training, coaching, and mentoring to build leadership skills and confidence. 

• Create sponsorship programmes where senior leaders actively advocate for women's advancement. 

2. Build inclusive policies and cultures 

• Review workplace policies for flexibility, parental leave, and caregiving support. 

• Address unconscious bias in recruitment, promotions, and performance evaluations. 

3. Ensure equal access to opportunities 

• Be transparent about pathways to promotion. 

• Actively include women in high-impact projects, leadership tracks, and strategic decisions. 

4. Celebrate and share success stories 

• Highlight women in leadership across internal communications, newsletters, and events. 

• Create a culture where diverse leadership is not just welcomed but expected. 

5. Set and track diversity targets 

• Set clear, measurable goals for gender diversity in leadership roles. 

• Regularly report progress and hold leadership accountable. 

From tokenism to transformation 

Supporting women into leadership should not be a symbolic act. It must be a strategic imperative woven into the culture and structure of the organisation. When women rise, so does the organisation—bringing fresh perspectives, resilience, collaboration, and a stronger bottom line. 

As we mark Women’s Month, let’s move beyond celebration into action. Let’s build workplaces where women not only lead—but thrive. 

References 

Catalyst. (2020). Why diversity and inclusion matter: Quick take. https://www.catalyst.org/research/why-diversity-and-inclusion-matter/ 

McKinsey & Company. (2020). Diversity wins: How inclusion matters. https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/diversity-wins-how-inclusion-matters 

McKinsey & Company. (2023). Women in the Workplace 2023. https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace 

Noland, M., Moran, T., & Kotschwar, B. (2016). Is gender diversity profitable? Evidence from a global survey. (Peterson Institute for International Economics Working Paper No. 16-3). https://www.piie.com/publications/working-papers/gender-diversity-profitable-evidence-global-survey 

World Economic Forum. (2022, July 13). Global Gender Gap Report 2022. https://www.weforum.org/reports/global-gender-gap-report-2022 

Zenger, J., & Folkman, J. (2019, June 25). Research: Women score higher than men in most leadership skills. Harvard Business Review. https://hbr.org/2019/06/research-women-score-higher-than-men-in-most-leadership-skills