Getting Bitches in the Boardroom: How to Empower Women in Leadership 

Unfortunately, girlies, it’s still very much a (cis, straight) man’s world. At least that’s what the World Economic Forum’s numbers say. After a global rise of women in leadership roles during the 2010s, the COVID-19 pandemic caused setbacks across the board. As we rebuild and reshape our world with all of the cruel lessons of lockdown in mind, it’s time to get real about gender equity on a grand scale. Individualistic “girlboss” feminism is out. A collective and collaborative mindset that uplifts the girls, gays AND theys, is in. 

It’s not the 80s, so talking about gender equality in leadership shouldn’t be confined to the binary of men vs. women. That said, the best strategies to increase women’s visibility in the public sphere should have broader collective goals that also buoy our underrepresented queer, gender-nonconforming, and POC brothers and sisters. (Little known fact: Sigourney Weaver’s shoulder pads in Working Girl were America’s first nonbinary corporate slay). 

So, as we discuss approaches to uplifting women in leadership roles, intersectionality is the name of the game. The reason to promote more women to leadership roles isn’t for power’s sake. It’s to make the world a more diverse and fair place to work together toward a hopeful future. Hey, a bitch has a heart. 

What We’re Up Against 

Since 2015, the proportion of women being appointed to leadership positions worldwide was steadily increasing by 1% annually, but that trend began to reverse in 2022. According to the World Economic Forum’s 2023 Global Gender Gap Report, we’re now back to 2021 levels. The proportion of women in senior leadership roles (Vice-President, Director, or C-suite) has dropped by 10% to just 32.2.%.

Sociologists call the barriers faced by women in leadership today “second-generation gender bias.” People may no longer be barred from a job based solely on biological gender, or fired simply for getting pregnant, but there are still a lot of minefields out there for people who identify as female or genderqueer. Because fewer women are in positions of leadership in the first place, the logic follows that up-and-coming women have fewer possible mentors, sponsors, and role models. Due to a natural tendency to gravitate toward people who are more like yourself, generations of men just happen to find they “click better” with cis, straight men like themselves, leaving a legacy of exclusion. 

Within work dynamics, women tend to take on the bulk of “behind the scenes” work like building a team, or preparing back-up plans, while men tend to do more front-facing, “heroic” work that gets more recognition, even if it’s not necessarily more difficult or important. 

Women face the “double bind” of gender expectations. Masculine leaders are praised for being  decisive, assertive and independent. If a woman showed these same tendencies as a leader, she would be labeled, well you know, a bitch. Women are supposed to be nurturing, caretaking and unselfish, but if they show those qualities as a leader, they’re labeled as soft or ineffective. No winning moves within the gender binary. 

Inclusive Leadership Models to Uplift the Girls 

Under an inclusive leadership model, people in decision-making positions are asked to examine their own biases and seek out different perspectives. Leading with this inclusive approach is like throwing the ultimate party where everyone is invited. It’s not just about having a diverse guest list; it’s about making sure no one’s left awkwardly standing in the corner, struggling to be heard. 

The main priority of an inclusive leader is to make sure every team member has a sense of belonging and value, and – more importantly – has the resources and support they need to reach their potential. In his book on inclusive leadership, psychologist Edwin Hollander points out that many leadership models focus attention on the leader’s qualities rather than the qualities of their team members. Inclusive leadership, Hollander says, is “doing things with people, rather than to people.” This model is about collaboration for common goals, rather than fueling cutthroat competition. 

When an organization is led with an inclusive mindset, diverse ideas and the minds that come up with them are able to flourish. Women, POC, queer, neurodivergent and disabled team members have the opportunity to stand out, help the organization grow and ultimately get promoted to leadership roles when they might have gone unnoticed in traditional structures. 

To be able to do this empathetic work, leaders must look inward first. Good leadership requires personal growth, and an inclusive model has benefits for both team members and their leaders. It’s also a model that ideally gives more space and attention to gender non-conforming team members who might usually be misunderstood or inadvertently left out. 

What Organizations Can Do Now 

Beyond recognizing and promoting diverse leaders with more inclusive values, there are steps organizations can take to give women a fairer path to leadership roles:

• Blind recruitment methods: An organization has a better chance of finding a diverse range of talent by concealing the name, gender, and age of applicants during its initial interview selection process. 
• Formal mentorship programs: Since we know women are often socially shut out of informal networking and mentorship opportunities like golf and rowdy happy hours, setting up a formal program within the organization for women is a proactive way to get up-and-coming leaders the support they need. 
• Flexible work arrangements: Having flexible schedules and work-from-home options that are friendlier to parents can benefit and attract strong women especially, who are more likely to be tasked with the majority of childcare in their family. 
• Conducting pay equity audits: Some states, such as California and Colorado, have already passed laws to require companies to regularly conduct pay equity audits, but even if an organization isn’t covered by existing laws, an audit doesn’t hurt for overall diversity and inclusion. HR representatives or a consulting company compare people doing “like for like” work and point out inequalities that seem solely based on gender or race. 
• Establish clear promotion criteria and pathways: Research finds again and again that men are perceived as being naturally better leaders than women, and are more likely to be promoted based on vibes. Having clearly defined promotion criteria gives women concrete examples they can point to while advocating for their work and accomplishments. 

Elevate Yourself So You Can Elevate Others 

While the individualism of girlboss culture can grow toxic, personal empowerment is still an essential part of becoming a strong female leader. Emory University’s Women in Leadership program cites self-advocacy and resilience as two of the top traits women looking to lead should develop. Self-advocacy is the ability to see your needs and communicate them clearly. Most organizations aren’t built for women – so be the one to speak up for yourself! 

Resilience will help when you're inevitably disappointed by setbacks and injustices within an organization. Practicing mindfulness and being aware of your emotions keeps your head clear and better able to meet the next challenges. Gag City wasn’t built in a day. Building strong relationships with other women in and outside of work gives you the opportunity to vent, compare and collaborate. 

Overcoming Ingrained Prejudices and Centering Intersectionality 

The biggest reason all of this hard work around gender equality is needed on an organizational level is because stereotypes of women in leadership are still insidious, damaging and wide-reaching. If a woman is also queer, and/or nonwhite, and/or from a working class background, stereotypes are compounded.  Everyone – even someone who reads feminist theory  – has some ingrained prejudices from years spent in our cultural sludge. 

Intersectionality is at the forefront of true gender parity work. Intersectional identity theory works against stereotypes by recognizing that individuals are complex, and are either disadvantaged or privileged on multiple spectrums: their race, age, class, gender identity, sexual orientation, religion, and other identity markers all contribute to their point of view. Getting women into leadership positions is progress, but less impactful if most of them are the same kind of woman. 

Unconscious bias training can help to counteract stereotypes within an organization, and get team members talking about the diverse experiences of potential leaders who could otherwise go unrecognized. Promoting gender-neutral language is a key way to create a friendlier environment. Small changes, such as using the term “Hi, everyone!” instead of “ladies and gentleman” while talking to a group is more inclusive of all people, who might identify as a man, woman, or somewhere inbetween. When people feel understood and accepted as they are, they’re more likely to thrive. 

C’mon Ladies, Now Let’s Get Information 

Leaders are not born; they’re educated. When evaluating classes or training courses, aspiring leaders should seek out holistic education that weaves together the self, family, career and community. Women and gender non-conforming people are tested in leadership roles in a way cis, straight men aren’t. Holistic leadership education better prepares its students for sustainable work-life balance and emotional intelligence. 

Leaders who strive for a more inclusive world must take the idea of “inclusion” to the next level. Collective action is needed to create lasting change in leadership and structures. Here’s a short list of resources for an aspiring Head Bitch in Charge looking to broaden their community:

• Professional women’s organizations list from the Wharton School 
• Women’s Leadership Development at the Center for Creative Leadership 
• The Women’s Leadership Alliance's Leadership Mentorship Program
• Leadership Program for Women & Allies at Babson College 
• Women Leaders: Advancing Together facilitated by Harvard 

To rise in leadership ranks as a woman or feminine presenting person is an uphill battle, but coming together is the best way to achieve dignity for all in the workplace, political realm, and general public sphere. This world needs diverse, empathetic, collaborative, and innovative leaders. If not you, who?