The Power of Her: A Comprehensive Look at Women in Business Leadership

• Leadership
• In the News
• September 29, 2025

Why Women in Business Leadership Matters More Than Ever

Women in business leadership face a complex landscape of opportunities and obstacles that directly impacts both individual careers and organizational success. Here’s what you need to know:

Key Statistics:

• Only 8.2% of S&P 500 CEOs are women
• Women hold 31% of director seats but earn 88 cents for every dollar men make
• Companies with 30%+ women on boards outperformed peers in 11 of 15 sectors during COVID-19
• 90% of people globally still hold unconscious biases against women

Primary Barriers:

• The “broken rung” – 23-28% drop in women’s participation between first and second-tier management
• Persistent pay gaps ranging from 17% to 45% depending on occupation
• Systemic unconscious bias affecting promotion and leadership opportunities

The Business Case:

• Gender-diverse leadership teams report higher profitability and stronger employee engagement
• Female leaders score 8% higher in leadership effectiveness ranges than men
• Women-led organizations show improved innovation, collaboration, and trust

Despite decades of progress, the path to leadership remains challenging. As one research report noted, “Many CEOs who make gender diversity a priority—by setting aspirational goals for the proportion of women in leadership roles, insisting on diverse slates of candidates for senior positions, and developing mentoring and training programs—are frustrated” by the slow pace of change.

The double bind persists: women must steer being seen as both competent leaders and likeable colleagues, while facing greater scrutiny than their male counterparts. From Philadelphia law firms to New Orleans businesses, this challenge spans industries and geographies.

As Nicole Farber, CEO of ENX2 Legal Marketing and a speaker on leadership development, I’ve spent over 15 years helping businesses grow while navigating my own journey as a single mother in women in business leadership. Through my work with law firms nationwide and speaking engagements on self-leadership, I’ve witnessed both the barriers and the incredible impact women leaders create when given the opportunity.

The State of Play: A Sobering Look at Roadblocks and Representation

The conversation about women in business leadership is louder than ever, yet the reality remains complex. Women still face a maze of barriers keeping them from the top. Understanding these roadblocks goes beyond numbers to the real, daily challenges talented women steer.

Women now hold nearly 34% of committee chairs in the S&P 500 and 31% of director seats—progress worth celebrating. Yet, only 8.2% of S&P 500 company CEOs are women, a steep drop from the boardroom to the corner office.

This pattern isn’t unique to America. In Canada, at the current pace, women won’t reach equal leadership representation until 2129. The percentage of women CEOs there even dropped from 28% in 2023 to 19% in 2024. While women gain ground in roles like COO and CFO, the top positions remain largely out of reach.

The financial reality is equally stark. In 2023, women earned 88 cents for every dollar men made in the same jobs. While up from 80 cents in 1997, progress is slow. Across all occupations, women make 17% less than men, a gap that can widen to 45%.

These pay gaps create lasting wealth gaps. Globally, women accumulate only 74% of the wealth that men do. Senior women face an even bigger wealth gap—38% compared to just 11% for front-line workers. Adding caregiving responsibilities, women can lose an average of $295,000 in lifetime earnings from turning down promotions or stepping away from work.

The “Broken Rung”: The First Major Barrier for Women in Business Leadership

The biggest barrier for women in business leadership isn’t the famous “glass ceiling,” but a “broken rung” on the first step up to management.

The McKinsey “Women in the Workplace” report reveals a significant 23-28% drop in women’s participation as they move from entry-level roles to their first management position. This gap persists throughout their careers.

For businesses across Pennsylvania, from Philadelphia law firms to companies in Luzerne County, this depletes the talent pipeline early, making senior-level gender balance nearly impossible.

Over 60% of mid-level women report feeling unsupported in their career development. Without that crucial backing, many talented women lose interest in pursuing top-level positions.

An Intersectional Lens: How Race and Identity Shape Experience

The journey to women in business leadership is steeper for women with multiple marginalized identities. While all women face barriers, those with intersecting identities often climb a much tougher hill.

The data shows Latinas and Black women are less likely to report that their managers support their career development, while Asian and Black women struggle more to find strong allies. These experiences show how racial bias compounds gender bias.

LGBTQ+ women and women with disabilities face unique challenges, reporting more frequent microaggressions—subtle but damaging expressions of bias that erode confidence and create unwelcoming environments.

The data on intersectional microaggressions reveals that progress for women overall is slow, but it’s even slower for women from underrepresented groups. A lack of targeted support and allyship means many get left behind.

The Pervasive Problem of Unconscious Bias

Perhaps the most insidious challenge is unconscious bias. According to the UNDP Gender Social Norms Index, 90% of people globally hold biases against women—a number that hasn’t changed in a decade.

These biases manifest in many ways, including the “glass cliff” phenomenon, where women are promoted to leadership during a crisis, setting them up for potential failure. Women also receive less actionable feedback than men, hindering their advancement.

Ageism affects women at every career stage. Younger women may be seen as lacking experience, while older women face assumptions about their commitment. It’s a no-win situation from New Orleans startups to established businesses in Wilkes-Barre.

Then there’s the “double bind”—women are expected to be both nurturing and assertive. Lean too far in either direction, and they face criticism. It’s an impossible balance men rarely have to steer.

Cultural norms and systemic inequalities create environments where women’s voices are interrupted and their contributions discounted. Even when women ask for raises, research shows they don’t receive them as often as men do.

These deep-rooted biases can even enter AI algorithms and hiring tests, perpetuating the cycle. The solution isn’t to “fix” women, but to fundamentally change the cultures and structures that hold them back.

The Undeniable Impact: Why Women in Business Leadership is a Competitive Advantage

The statistics we’ve explored paint a challenging picture, but here’s the exciting truth: having women in business leadership isn’t just the right thing to do—it’s a game-changer for business success. This isn’t about checking boxes or meeting quotas. It’s about open uping real competitive advantages that show up directly on the bottom line.

The numbers don’t lie. Companies with 30% or more women on their boards didn’t just survive the COVID-19 pandemic—they thrived. These organizations outperformed their peers in eleven out of fifteen sectors during one of the most challenging periods in modern business history.

This isn’t a one-time fluke. Study after study shows that companies with meaningful representation of women in board, executive, and senior management roles consistently outperform those without such diversity. We’re talking about better financial returns, stronger reputations, higher employee trust, and improved ESG performance across the board.

But the benefits go deeper than financial metrics. When women hold leadership positions, it actually changes how people talk about leadership itself. The language becomes less dominated by traditional “command and control” stereotypes and opens up to more collaborative, inspiring approaches.

Boosting the Bottom Line and Enhancing Culture

Let’s get specific about what this means for your business. Companies with diverse boards outperform peers in measurable ways—higher profitability, sharper decision-making, and a real competitive edge in the marketplace.

Why does this happen? When you have diverse perspectives around the leadership table, you get richer discussions and better solutions. Groupthink becomes nearly impossible when you have different viewpoints challenging assumptions and pushing for innovation.

The cultural change is equally powerful. Teams with women in leadership roles show dramatically improved collaboration. This isn’t about women being “naturally” more collaborative—it’s about the group dynamics that emerge when diverse voices are heard and valued.

Here’s something fascinating: a 2022 study found that just having a female leader made people expect fairer treatment from the entire organization. Employees anticipated better salaries, higher status, and more equitable policies. Female leaders actually signal organizational trustworthiness to everyone in the company.

I’ve seen this in my work with law firms from Philadelphia to New Orleans. When these firms accept women in leadership roles, the entire culture shifts. Teams become more innovative, client relationships strengthen, and employee satisfaction soars. Even smaller businesses in places like Luzerne County can tap into these same benefits by creating pathways for women to lead.

Distinct Leadership Styles that Drive Success

Here’s where things get really interesting. Women in business leadership often bring leadership styles that are perfectly suited for today’s complex business environment.

Research dating back to 1992 shows that female leaders excel at what’s called “changeal leadership.” This means they’re exceptional at inspiring people to believe in the organization’s mission and go above and beyond in their work. They don’t just manage—they motivate.

A comprehensive 2020 analysis confirmed what many of us have experienced: women are now seen as equally or more competent than men as leaders. The Pew Research Center found that people rank women better than or equal to men in seven out of eight key leadership traits. Half of respondents even rated women as more honest than men.

But here’s the data that really stands out: research on female leadership effectiveness shows that women score higher than men in most leadership skills. Female leaders excel at taking initiative, showing resilience, and driving for results. They landed in the higher ranges of leadership effectiveness 8% more often than their male counterparts.

These aren’t soft skills we’re talking about. These are the exact capabilities that drive business results: the ability to inspire teams through challenges, the resilience to steer setbacks, and the initiative to seize opportunities before competitors do.

When businesses accept these leadership strengths—whether it’s a tech startup in Wilkes-Barre or an established firm in Philadelphia—they create environments where innovation thrives, employees stay engaged, and results speak for themselves.

The evidence is clear: women in business leadership isn’t just about fairness or representation. It’s about open uping the full potential of your organization and gaining advantages that show up where it matters most—in performance, culture, and long-term success.

Paving the Path Forward: Strategies for Achieving Gender Parity

Real change in women in business leadership requires deliberate action, smart strategies, and a commitment that goes beyond good intentions. The good news is that we know what works.

The path forward requires a dual approach: organizations must create systems that support women’s advancement, while individuals need to build the networks and skills that propel them into leadership. It’s about changing the game from both sides.

As someone who has built a business while raising a family, I know the right support systems make all the difference. These strategies aren’t just theory—they’re proven approaches that create real opportunities for women to lead.

Organizational Strategies for Systemic Change

Companies serious about advancing women in business leadership must go beyond surface-level changes and approach this challenge with the same rigor they’d apply to any critical business objective.

• Set clear goals and hold people accountable: Establish specific targets for women in leadership roles and track progress regularly. This isn’t about quotas—it’s about intentional planning and measurement.
• Change hiring practices: Use joint evaluation processes and anonymous application screening to reduce individual prejudices. Gender-neutral language in job postings can also attract a more diverse pool of candidates.
• Invest in leadership development: Programs designed for women address the unique challenges they face. Early identification of high-potential women, combined with targeted coaching, helps build the pipeline.
• Provide work-life support: Flexible work arrangements, comprehensive parental leave, and childcare support are strategic investments that help retain talented women, especially in demanding fields like law.
• Train male allies: When men in leadership understand how to advocate for women and challenge biased behavior, the entire culture shifts. Allies can use their influence to open doors.

These approaches work for organizations of every size. Small businesses in Wilkes-Barre or growing firms in New Orleans can adapt these principles to their scale and resources. The key is commitment from the top.

The Critical Role of Sponsorship for Women in Business Leadership

Mentorship, while valuable, isn’t enough to propel women in business leadership to the highest levels. What women really need are sponsors.

A mentor offers advice, but a sponsor actively advocates for your advancement when you’re not in the room. Why sponsorship is more effective for advancement comes down to influence and action—sponsors use their political capital to create opportunities.

Building powerful networks is essential at senior levels. While broad networks help, women aiming for executive roles benefit most from deeper relationships with peers facing similar challenges. These focused networks provide strategic advice and mutual support.

Women-led professional organizations offer unique advantages, creating safe spaces to discuss challenges and build relationships. Whether it’s a local business group in Philadelphia or a national association, these connections are invaluable.

Creating allies throughout your organization amplifies your impact. When colleagues, especially senior men, understand your goals and see your contributions, they become natural advocates.

The most successful women I know have an “advancement team”—a mix of mentors, sponsors, peers, and allies. This isn’t politics; it’s creating the conditions for success.

The Long-Term Vision: A More Equitable Future

The future of women in business leadership isn’t just about better representation; it’s about a fundamental shift in how business gets done.

Economic growth accelerates when we tap into the full talent pool. Countries and regions with higher gender equality consistently outperform those without. This is the result of using all available human capital effectively.

Cultural norms are already shifting as more women reach leadership positions, with collaborative, emotionally intelligent approaches becoming more common. These changes benefit everyone.

Female entrepreneurship is critical. Women starting businesses, from the vibrant markets of Antigua Guatemala to the tech scene in New Orleans, create jobs and drive innovation. Supporting them with capital and networks multiplies their impact.

The ultimate vision is a world where leadership has no gender, where the best ideas win, and where talent is recognized based on merit alone.

This future is inevitable. The companies that accept this change now will be ahead of the curve. The path forward is clear. What we need now is the courage and patience to implement these strategies.

Frequently Asked Questions about Women in Leadership

I get asked about women in business leadership all the time – whether I’m speaking at conferences or working with law firms from Philadelphia to New Orleans. These questions come up repeatedly, so let me share what the research tells us about the real challenges and incredible benefits.

What is the biggest barrier for women advancing into leadership?

The biggest roadblock isn’t the famous “glass ceiling” at the very top – it’s what researchers call the “broken rung.” This happens much earlier in women’s careers, right at that crucial first step from individual contributor to manager.

Here’s the sobering reality: women get passed over for that first promotion to management at a much higher rate than men. We’re talking about a 23-28% drop in women’s participation between first and second-tier management. That initial gap never recovers as careers progress, which means far fewer women make it to senior levels.

But it gets more complicated. This broken rung is made worse by unconscious bias – and I mean 90% of people globally still hold biases against women. That’s both men and women, by the way. Add to that a lack of real sponsorship (not just mentorship, but actual advocates fighting for women’s advancement), and you can see why the pipeline stays broken.

I’ve seen this play out in businesses across Luzerne County and beyond. Talented women hit that first management hurdle and either get overlooked or don’t receive the support they need to push through.

How do women’s leadership styles benefit a company?

This is where the research gets really exciting. Women often bring what’s called changeal leadership to the table – they inspire and motivate teams in ways that create lasting change. They’re not just managing; they’re genuinely leading people toward a shared vision.

The numbers back this up beautifully. Women tend to score higher than men in critical leadership skills like taking initiative, showing resilience, and driving for results. In fact, female leaders score in the higher ranges of leadership effectiveness 8% more often than their male counterparts.

What does this mean for the bottom line? Companies see better organizational performance, improved team collaboration, and higher profitability. The collaboration piece is particularly fascinating – research shows that just having women in leadership groups improves how the entire team works together.

From my own experience building a business while raising my children, I’ve learned that women often bring a different perspective to problem-solving. We’re used to juggling multiple priorities and finding creative solutions when resources are tight. These skills translate beautifully into business leadership, whether you’re running a small firm in Wilkes-Barre or managing a major corporation.

What is the difference between a mentor and a sponsor?

This distinction is absolutely crucial for women in business leadership, and I wish more people understood it. A mentor is someone who offers advice, guidance, and acts as your sounding board. They share their experience and help you think through challenges. Mentors are wonderful – I’ve had several who shaped my thinking as an entrepreneur and mother.

A sponsor, though? That’s your champion in rooms where you’re not present. A sponsor is someone with real power and influence who actively uses their reputation to create opportunities for you. They’re recommending you for promotions, putting you forward for high-visibility projects, and literally putting their own credibility on the line to support your advancement.

Here’s the key difference: mentorship helps you grow and learn, but sponsorship gets you promoted. Research shows that while both are valuable, sponsorship has a direct link to career advancement into leadership positions.

I’ve been blessed to have sponsors who believed in my potential before I fully believed in it myself. They opened doors that mentorship alone couldn’t have opened. Now, as a CEO and speaker, I try to sponsor other women whenever possible – because I know how transformative it can be when someone with influence decides to advocate for your success.

The reality is that many women have plenty of mentors but lack sponsors. If you’re serious about advancing into leadership, you need both – but prioritize finding sponsors who will actively champion your career when it matters most.

Conclusion

The landscape of women in business leadership is both inspiring and sobering. We’ve uncovered real barriers, from the crucial “broken rung” that trips up talented women early in their careers to the unconscious biases that 90% of us carry. We’ve seen how women of color, LGBTQ+ women, and women with disabilities face even steeper climbs.

But the evidence is clear: when women lead, everyone wins. Companies with diverse leadership don’t just perform better financially—they create cultures where innovation thrives and employees feel valued. From a law firm in Philadelphia to a startup in New Orleans or a small business in Wilkes-Barre, the benefits of women in business leadership ripple through entire communities.

The path forward is about deliberate action. Organizations need to fix their broken rungs, create real sponsorship opportunities, and hold themselves accountable with concrete goals. They must train male allies and build cultures where diverse leadership styles are celebrated.

For women, it means understanding that asking for what you deserve is professional. It means building networks that advocate for one another’s success and recognizing that your authentic leadership style is exactly what your organization needs.

As someone who has built a business while raising a family, I know the journey isn’t easy. The double bind can feel impossible—juggling a board meeting and a school pickup, proving yourself over and over in rooms where you’re the only woman.

But our resilience is powerful. Every woman who steps into leadership, whether in the legal marketing world like me or in any other industry from Luzerne County to Antigua Guatemala, creates a ripple effect that makes it easier for the next woman to follow.

The future I envision is one where gender becomes irrelevant to leadership potential, where talent and vision are the only currencies that matter, and where the next generation can focus on solving the world’s challenges rather than breaking through barriers that shouldn’t exist.

That future starts with each of us taking action today. Whether you’re an aspiring leader looking to develop your skills or an organization ready to create real change, the time is now.

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