Women in Leadership: Progress, Challenges and What’s Next

Women are shaping the future of leadership like never before. Over the past few decades, they have broken barriers, redefined industries, and proven—again and again—that diverse leadership is better leadership. 

Yet, despite significant progress, we find ourselves at a crossroads. Political uncertainty, shifting corporate priorities, and changing workplace dynamics present new challenges. As businesses navigate this evolving landscape, one question remains: What’s next for women in leadership? 

A Decade of Progress

In the past ten years, women have made extraordinary strides in leadership. More women than ever hold executive roles, sit on boards, and influence decision-making at the highest levels. According to McKinsey & Company’s Women in the Workplace report, the number of women in C-suite positions has nearly doubled since 2015. 

And it’s not just about fairness, it’s about performance. Research continues to show that gender-diverse leadership drives business success: 

• Companies with more women in executive roles are 25% more likely to outperform on profitability (McKinsey, 2020) 

• Diverse leadership teams generate 19% higher innovation revenue (Boston Consulting Group) 

• Inclusive companies are 1.7 times more likely to be innovation leaders in their industry (Deloitte) 

Forward-thinking organisations are investing in leadership programmes to empower women, recognising that developing female talent is not just the right thing to do – it’s a strategic imperative. However, while progress is real, so are the challenges.  

One pressing issue impacting women’s leadership advancement is the cost of childcare. According to PwC’s Women in Work survey, the UK has dropped in gender parity rankings from 10th place in 2020 to 18th in 2024 – the steepest post-pandemic decline among OECD countries. The UK has the fourth highest childcare costs among OECD nations, forcing many women to choose part-time work instead of full-time roles. Iceland, in contrast, spends just 5% of income on childcare, with a 96% enrolment rate for children aged three to five. 

The Great DEI Retreat

Despite the undeniable benefits of diverse leadership, Diversity, Equity, and Inclusion (DEI) efforts are facing resistance. 

• In the US, DEI has become a political flashpoint, with some leaders actively discouraging corporate DEI initiatives. Many companies are quietly scaling back or reframing their diversity efforts to avoid controversy. 

• In the UK and Europe, some organisations that once championed DEI are reducing their public commitments. This raises an important question: Were these initiatives ever fully embedded in business strategy, or were they merely a trend? 

• Multinationals working with the US government are adapting their policies—removing overt DEI language while continuing their efforts under different names. 

But here’s the reality: companies that abandon DEI risk far more than political pushback. They risk losing talent, customers, and credibility. 

Voices of Transformation

Leaders across industries are driving change, proving that women’s leadership is not about exclusion – it’s about expansion. 

Marta Colomina on Equality

Marta Colomina, Managing Director of Marketing and Sustainability at a global professional services firm, believes in Equality of Opportunities. 

“The key is not to differentiate leadership by gender, but to ensure equal opportunities. While we’ve made progress, unconscious biases remain our greatest challenge. The issue isn’t women’s capabilities, but the systemic barriers preventing their full potential.”

Katharina Dalka on Women’s Leadership and Economic Power

Katharina Dalka, CEO/Founder at StellarOne

“Having wealth in our hands is not enough; we must be equipped with the right tools to manage it effectively. While financial education is the foundation, true empowerment extends far beyond knowledge alone. We must cultivate the confidence to assert our worth and claim what is rightfully ours. This journey requires more than just training—it demands deep, internal work to dismantle biases and overcome the fears that hold us back.”

Isabelle Bester on Leadership Development 

Isabelle Bester, Team & Leadership Facilitator believes in Leadership Development Programmes.

“Women’s Leadership Programs aren’t about excluding men; they’re about fostering safe spaces where connection, empowerment, and strategic growth thrive. These initiatives play a crucial role in supporting women by providing them with the skills, confidence, and networks needed to navigate challenges, advance in their careers, and drive meaningful change in their industries.“ 

Belen Carreno on Authentic Leadership and Career Advancement 

Belen Carreno, Financial Journalist and Writer believes in Authentic Leadership Style and Career Growth.

“Women’s progress in leadership is often limited to only the top performers, leaving many behind. Success comes when women embrace their own leadership style. Mentoring should become sponsorship, with companies creating opportunities for women to connect and grow. Hybrid work and STEM programs are helping, but true equality means equal chances for everyone.”

Krista Walochik on Gender Equality in Leadership 

Krista Walochik, Senior Advisor of Talengo, S.A. and a member of the Board of International Women’s Forum Spain believes in Gender Equality in Leadership

“More women are stepping into leadership, with 42% in managerial roles and more seats at the table in boardrooms. But challenges remain – gender bias still affects promotions, feedback, and career growth. The facts show that diverse teams make better decisions and drive business success, yet the system doesn’t always support equal opportunities. Real progress means making women more visible, breaking down barriers, and ensuring leadership is open to everyone, not just a select few.” 

Wensi Wang on Structural Change in Leadership

Wensi Wang, Head Global Inclusion & Diversity at Schindler Group

“The future of leadership is being shaped by structural change, not just individual efforts. Women are driving this transformation by challenging outdated norms, advocating for fair evaluation processes, and championing a more inclusive, purpose-driven approach. True progress comes when equity is embedded in systems, not just intentions.”

Tine Arentsen Willumsen on Women Shaping the Future of Leadership 

“The challenges of the world today demand inclusive, adaptable, and purpose-driven leadership. This demands that leaders in general exhibit a collaborative leadership style, emotional intelligence, and keep a strong focus on resilience and innovation.”

What do we truly value?

Leadership is evolving, yet many workplace structures remain outdated. After five years from the first Covid-19 lockdown, the shift to virtual work has persisted, but so have the challenges – Zoom fatigue, back-to-back online meetings, and burnout-inducing schedules continue to undermine productivity and well-being.  

If organisations are serious about supporting leadership equity, they must rethink work culture, adopting flexible, sustainable models that prioritise balance over exhaustion. 

At the same time, outdated leadership stereotypes persist. Recent remarks from Mark Zuckerberg about the need for “more masculine energy” in the workplace reflect a lingering resistance to modern, inclusive leadership approaches. Meanwhile, the rise of high-profile figures advocating for a “strongman” leadership style raises an essential question: 

What kind of leadership do we truly value?