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Women in Leadership
Walking the Tightrope of success
Women in Leadership in 2025
Women in Leadership, in the days around International Women’s Day (March 8th) is a subject we know you’ve seen discussed in every news feed and social media stream – and it would be impossible for us to talk about it without thinking about prominent women we see in the media. Whether it’s in politics, Hollywood or celebrated heads of industry, from glamorous magazine spreads to the serious broadsheet headlines, women face a different kind of scrutiny to their male counterparts. Any women who hold power are judged by the expectations of societal norms, and to – if you’ll excuse our saying so – vastly different standards to men in the same positions.
Looking backwards to 2017 when Virgin Money announced Irene Dorner as ‘Chairman of the Board’ (even the title, Chairman rather than Chairperson), her acceptance would make this the sole FTSE350 organisation with an all-female leadership team. Social media lit up with horror in response, labelling this ‘positive discrimination’, and claiming that the company are doing it for attention, saying that ‘this wouldn’t be news if it were all men’ – a statement which is as sad as it is true. In 2025 FTSE Women Leaders continue to work towards equality and diversity in the most senior roles – but there are no all-female led teams today. Their most recent statistics:
Women in FTSE350 Leadership Roles:
- In 2025, 43.4% of FTSE 350 board roles were held by women, and 35.3% of executive leadership roles were held by women.
- In 2024, women made up 35% of FTSE 350 leadership roles, but only 15% of Chairs, 8% of CEOs, and 18% of Finance Directors.
- In 2011, 152 of FTSE 350 boards had no women.
- The FTSE Women Leaders Review set a voluntary target of 40% women on FTSE 350 boards and leadership teams by the end of 2022.
- The FTSE 350 achieved the 40% target for women on boards a year early.
Though, as these statistics show, there has been some progress in the balance of women in senior roles, we know that the way they are perceived and spoken about is still problematic. Even those in politics seem to see as much coverage in the press for their clothing, their choice of nail varnish and the height of their heels as they do for policies and working records. For women in power, your appearance matters to the world press as much as leadership skills (if not more so) – and the “wrong look” can overshadow her professional choices in a way that men in the same positions simply never have to contend with.
Are you consciously supporting the women in your teams?
Women in Leadership
Women with power are often reduced to soundbites. Anything of worth they discuss is glossed over, and any mistakes gleefully hollered from the rooftops. Those with Hollywood clout who voice political views or challenge the status quo are scoffed at and told to climb quietly back into their gilded cage. Any who speak out about mistreatment, abuses from men in power, or the overt sexualisation of even very young stars are told that it comes with the territory, that it’s normal or acceptable, and again to simply “suck it up.”
There is criticism for any woman who places importance in her own appearance; those who make a visible effort are reduced to nothing but decoration, ignored or scorned for holding opinions or joining debate. Those who, at the far end of that same scale, are judged to care too little about their appearance, who dare to leave their homes in trainers or without make up, are belittled just as much, and written off as ‘lazy and grubby’ and in the end, their less “glamorous” voices are also ignored! It seems that women are doomed either way.
Any woman who wants to step into a leadership role must not only prove that she has the experience, knowledge and skills that the role requires, but must continue to do so above and beyond the abilities of her male peers, while simultaneously walking the fine line between ‘irreverent fashionista’ and ‘dowdy marm’. She must maintain an alluring, but not too alluring, image, charm her associates and clients, but not too much, and somehow manage to lead, guide and support her team without seeming bossy or domineering – buzzwords thrown at any woman with a strong voice.
Women who are confident and firm are criticised, but those who take a back seat are scoffed at for their softness.
It seems that there is no right way to be a woman in leadership: and the pressures of having to prove your worth and earn your place time and time again put many women off even applying for promotion or progression, because those additional pressures come with barriers and stress that make it all but impossible to succeed.
Women are also more likely than men to question their own experience and qualifications: statistics show that when women see a list of requirements for a role they will question, write off or downplay their own knowledge and skills, assuming that they won’t meet those criteria – or worry that they may be seen as bragging if they do go ahead and put their names in the hat. Men, on the other hand, see those lists as ‘optional’ and are more likely to exaggerate or entirely invent relevant experience, and be praised for his confidence when he does so!
When you are faced with a world this complex, and a history of male-dominated board rooms who haven’t fully adjusted to the idea that women can be as vital to success as men, it’s unsurprising that there are still so few women in leadership.
What can be done to challenge this, and how can you ensure that the best people (which includes women!) can prepare for promotion, leadership roles and sustained progress in your organisation?
Why is the very fact of women in leadership roles newsworthy, and what can be done to challenge a world in which women are assumed to have been given a role because of ‘positive discrimination’ or ‘political correctness gone mad’?
We have decades of experience in Leadership Development – and whilst much of that learning is the same for everyone, we still recognise that Women in Leadership face unique challenges. Our consultants have spent many years studying the psychology and dynamics found in industries and organisations of all sizes, and with women from all backgrounds, as they progress through their careers – not forgetting that many of our own most qualified and experienced consultants are women…
We bring all of that knowledge and experience to our ‘Women in Leadership’ programmes – which include guidance, training, learning, Coaching and mentoring, all designed to have a significant and lasting impact on the approach you take to leadership, the success of your development, and the confidence you have in your professional abilities and leadership skills.
Perhaps we can’t change the world – but we can help you to be your very best, and together we can change opinions of women in senior roles, and open more doors for your current and future leaders.
If you want to learn more about our Women in Leadership programmes, or the Coaching and Mentoring our consultants offer, call 01234 757575 today to arrange a meeting, where we can discuss your goals, and how we will help you to achieve them.