The Leadership Gender Gap: Why We Need More Women in Executive Roles

Dr. Sarah Renee Langley
Aug 31
4 min read

For decades, corporate leadership has been dominated by men. While progress has been made, women still hold only a fraction of executive roles worldwide.

Despite research proving that companies with gender-diverse leadership teams perform better, the road to the C-suite remains steep and uneven for women. A 2023 study by McKinsey & Company found that only 10% of Fortune 500 CEOs are women, and women remain underrepresented in senior leadership roles across nearly every industry.

This isn’t just about fairness—it’s about business success. Companies with more women in leadership see higher profitability, stronger innovation, and better decision-making. So why aren’t more women advancing into executive roles?

The issue isn’t lack of talent—it’s lack of positioning. Women face systemic barriers, workplace biases, and fewer opportunities to showcase their leadership authority.

To close the gender gap, women leaders must learn how to position themselves for authority, influence, and career advancement.

The Barriers Holding Women Back in Leadership

1. The "Prove-It-Again" Bias

Studies show that women are judged more harshly than men in leadership roles. Harvard Business Review found that women are more likely to be questioned about their expertise and required to “prove” themselves multiple times to earn the same credibility as their male peers.

Men are often promoted based on potential, while women are promoted based on past performance.
Women’s mistakes are remembered longer, while men’s failures are seen as learning experiences.
Women leaders are expected to be both “strong” and “likable,” while men are rewarded for confidence alone.

This double standard forces women to work harder for recognition and often keeps them stuck in mid-level management roles.

2. Lack of Sponsorship and Visibility

Many leadership roles are filled not just by qualifications, but by relationships. Research shows that men are more likely to have senior sponsors and mentors who advocate for their promotions. Women, on the other hand, often lack access to these influential networks.

Without executive sponsorship, women miss out on key projects, promotions, and leadership exposure.
Women are less likely to be invited into high-level strategy discussions.
Lack of visibility leads to being overlooked for senior leadership roles.

Women must learn to actively position themselves as thought leaders, seek out executive sponsors, and build strategic relationships that open doors.

3. The Confidence Gap

A study by the International Journal of Business Communication found that women are less likely than men to self-promote their achievements, ask for raises, or pursue stretch leadership roles—even when equally qualified.

Men apply for jobs when they meet 60% of the qualifications; women wait until they meet 100%.
Women hesitate to assert their authority, fearing they’ll be perceived as “too aggressive.”
Women are more likely to downplay their accomplishments rather than claim credit.

The real problem isn’t capability—it’s confidence. To advance, women must learn how to position themselves as leaders, advocate for their expertise, and take up space in decision-making rooms.

The Limitless Leadership™ Solution: Positioning for Authority

The "Positioning for Authority" pillar of the Limitless Leadership™ Framework teaches women how to own their leadership presence, command respect, and create opportunities for advancement.

How Women Leaders Can Position Themselves for Success

✅ Claim Your Expertise Publicly: Women must be visible, vocal, and strategic about showcasing their leadership.

💡 Strategy: Speak up in meetings, share insights on LinkedIn, write industry articles, and take on public speaking engagements to establish yourself as a thought leader.

✅ Build Executive-Level Relationships: Success isn’t just about what you know—it’s about who knows you. Women must actively cultivate relationships with senior leaders, mentors, and sponsors.

💡 Strategy: Seek out executive sponsors who can advocate for your leadership potential and help position you for promotions.

✅ Stop Downplaying Your Accomplishments: Women often deflect praise or credit their success to luck or teamwork, rather than their own expertise. It’s time to own achievements with confidence.

💡 Strategy: Keep a “win journal” of accomplishments, leadership successes, and key contributions—so when promotion opportunities arise, you’re ready to articulate your value.

✅ Apply Before You Feel 100% Ready: Many women wait until they feel “fully qualified” before applying for executive roles. The truth is, leaders learn on the job.

💡 Strategy: Challenge yourself to apply for roles even when you don’t meet every requirement. Growth happens when you step outside your comfort zone.

✅ Develop Executive Presence: Positioning for authority isn’t just about what you say—it’s how you carry yourself. Women must cultivate confidence, decisiveness, and a commanding presence.

💡 Strategy: Work on body language, vocal tone, and presence in leadership discussions to project executive-level confidence.

The Future of Leadership is Female—But Only If We Make It Happen

The data is clear: When women lead, businesses perform better. But closing the leadership gender gap requires action—both from organizations and from women themselves.

Companies must create equitable leadership pathways.
Senior leaders must mentor and sponsor more women.
Women must learn to position themselves as leaders and claim their authority.

By mastering Positioning for Authority, women can shatter barriers, lead with confidence, and redefine executive leadership.