Common barriers women face in progressing to leadership
The path to leadership is rarely straightforward, and for many women, it is shaped by challenges that can seem invisible but deeply felt every day.
From the pressure of balancing work and caregiving, to the cultural bias that keeps women “in the weeds” rather than recognised as leaders, these barriers are often systemic rather than personal.
These are the leadership barriers we hear again and again as we listen closely to women’s experiences. They highlight not only the hurdles but also the opportunities to create workplaces where women can accelerate.
The insights below and the quotes in women’s voices bring to light the common challenges women face on their way to leadership, challenges that organisations must address if they are serious about retention, progression, and equity.
Gendered Expectations and Workplace Bias
Women describe cultures where they are not recognised as leaders, are typecast into executional roles, or feel excluded.
Workplace structures and cultures often reinforce narrow perceptions of women’s roles, making leadership recognition harder to achieve.
“Trying to shift from being ‘the doer’ to being recognised as a leader, but the culture still wants me in the weeds.”
“Different dynamics in the workplace, including gendered expectations, make it difficult to be seen.”
Confidence, Visibility and Cultural Barriers
Bias in visibility and recognition feeds into women’s self-doubt, creating a cycle where confidence gaps are both personal and systemic.
Lack of confidence is often internalised - but it’s driven and reinforced by cultural and organisational signals.
“Building confidence, access to knowledge and connections. I feel like I’m always one step behind.”
“Clarity on how to unlock career progression, because right now I’m not sure I’m good enough.”
The Work–Life Juggle and Care Responsibilities
Workplace cultures often assume “always-on” availability, which clashes with caregiving responsibilities.
Organisational environments rarely account for caregiving or personal commitments, which creates invisible penalties for women.
“As a single mother, balancing personal responsibilities with professional demands feels relentless.”
“The juggle of being a mum with young kids and the demands of leadership - it feels impossible to do both well.”
Structural Barriers to Progression
Women report being held in tactical or execution roles, without resources to step up.
Even highly capable women are blocked by organisational design, under-resourcing, lack of sponsors, and unclear pathways limit progression.
“Getting out of tactical work when I don’t have the resources to delegate or step up strategically.”
“Lack of opportunities and fear to go further. I feel I could do more but I don’t know how to break through.”
Health, Wellbeing, and Invisible Barriers
Some women reference how health and life stage factors intersect with work.
Invisible barriers like menopause and mental health are rarely acknowledged in organisational cultures, yet they have direct impact on women’s ability to thrive.
“I’m juggling family and work responsibilities, menopausal symptoms, and still trying to perform at a high level.”
“Navigating this ever-changing world of work, while also managing personal health challenges, leaves me exhausted.”
Addressing these barriers takes more than awareness. It requires action at every level.
At EVEN, we work with organisations to redesign systems that hold women back, while equipping women themselves with the tools, networks, and support to accelerate in their life, leadership and career.