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Twenty-five percent of women don’t want to progress into senior leadership positions within their organizations, according to Deloitte’s Women @ Work 2024 report. Additionally, the number of women in C-Suite roles dropped to the lowest level in 10 years, according to S & P Global Market Intelligence data.
That doesn’t surprise Suzet McKinney, principal and director of life sciences at Chicago real estate firm Sterling Bay. She said many women don’t feel supported, respected or confident that leadership opportunities are available to them. And, those who do reach senior leadership face additional obstacles and challenges, often with navigating personal responsibilities.
“I think some women see that and make a conscious decision that they’d prefer not to have to deal with the challenges or negative aspects of being a woman in leadership, despite the positive aspects,” McKinney said.
Why Women Don’t Always Want to Climb the Career Ladder
Culture was the top reason women said they didn’t want a senior leadership role at their current organization, according to Deloitte. Many believed they would be paid less than a man doing the same job, and 20% said they didn’t believe there were actually opportunities to move up within their company.
Challenges, like unequal pay and inadequate support, can be exacerbated for women as they advance their careers, said Jasmine Escalera, a career expert at MyPerfectResume. And, top-level positions typically come with increased workloads and expectations, which can lead to burnout.
“We also live in the days of the superwoman culture, where women are expected to manage all professional and personal responsibilities,” she said.
All of these factors impact women’s decisions about whether to try to advance in an organization or seek alternate paths that better align with their need for balance, support and inclusion, Escalera said.
Related Article: To Include Women in the Workplace, We Need to Understand Systemic Barriers
How to Create a Culture Where Women Want to Move Up
An inclusive, supportive culture “breeds empathetic leaders,” said Natasha Galavotti, president of Bimbo QSR, a wholesale commercial bakery. “They build a culture based not just on work, but what life and a very productive career can look like.”
Here are some ways companies can build a culture that makes women want to rise through the ranks:
Embrace Diversity
When a company’s leadership is comprised of different types of people, it brings diversity of thought, opinion and perspectives, McKinney said. This approach enables organizations to challenge the status quo and develop innovative solutions that help them grow.
Companies should establish leadership training, mentorship and professional development programs tailored to women’s needs. Doing so helps women boost their visibility and tap into a support system as they seek advancement opportunities, Escalera said.
Women also want to see other women in leadership — without it, they may struggle to envision a path for themselves to progress, McKinney said.
Take a Top-Down Approach
A culture that supports women’s advancement starts at the top, said Diana Scott, center leader of the US Human Capital Center at The Conference Board.
“When you think about fundamentally what drives satisfaction within an organization, a lot of it has to do with cultural aspects,” she said.
Through actions, not just words, leaders must show women and other underrepresented groups that they’re valued, Scott said. A perceived lack of authenticity may turn them off.
“You have to be an organization that’s actively interested in promoting women into executive roles,” said Susan Levine, founder and CEO of the recruitment and advisory firm Career Group Companies. “You can’t be an old-school culture or there isn’t going to be progression.”
Related Article: Are You Developing Diverse Talent?
Communicate Openly
Often, the best way to know what supports women need is to ask them, said Maria Doughty, president and CEO of The Chicago Network.
Talk to women about their goals and the professional development opportunities that would benefit them most—it shows that companies want to invest in their success, she said. Establishing employee resource groups and mentorship programs can help.
“But, there’s more a company can do on an individual basis for each of their teammates,” Doughty said. “Having a professional development plan that’s attainable that will ultimately provide for the skillset that a person is looking to achieve is critical.”
Then, follow up with employees to ensure the plan is put into action, she said. Essentially, no one should be held back from their potential, Levine added.
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Allow Flexible Work
More than 20% of women said they want to leave their current organization because it doesn’t allow for flexibility, and fewer women say they feel supported by their employer in balancing their workloads and outside responsibilities, according to Deloitte.
However, women sometimes feel excluded from meetings or that their responsibilities will change if they ask for more flexibility, the report showed.
“Organizations can take several proactive steps to foster a culture that focuses on seeing the employees as a whole being, taking into account their professional desires and external responsibilities,” Escalera said.
Allowing more flexible work options helps women create more balance without sacrificing their career growth, she said.
Related Podcast: Why Flexibility and Trust Define the New World of Work
What Women Can Do When They Feel There’s No Way to Move Up
“Getting stuck is OK,” Galavotti said, as it can give an employee time to reflect on what they truly want.
Talk to family, friends and colleagues about how they managed similar situations, and seek out networking opportunities, she said.
“Then, really determine: What does advancement look like for you?” Galavotti said. Leadership roles aren’t for the “faint of heart,” and it’s something that you have to work for, McKinney said.
Make a commitment to your own personal and professional development, McKinney said. That might involve hiring an executive coach, training, finding a mentor, and requesting feedback from leaders within your organization.
Try talking to these leaders about your goals and ways to get more visibility, Scott said. This approach might include learning new tasks, joining an employee resource group, or asking for a sponsor within the company.
“If you see something that you think you can contribute to, raise your hand,” she said.
But, if you’ve tried having conversations with your current organization without success, changing jobs might be your best option, Escalera said. But she added that leaving a company should be strategic, not reactionary.
Ultimately, Levine said, “Align yourself with people who you feel want to propel you forward.”
