Female leadership is an increasingly relevant topic in contemporary debate, both in the political and corporate spheres. Despite progress towards gender equality, women continue to face systemic and cultural barriers that limit their rise to the top of organizations. According to the World Economic Forum’s Global Gender Gap Report 2023, women hold only 32% of managerial positions globally. Examining some of the dynamics that hinder female presence in top positions is essential for understanding the challenges women face in the workforce and promoting a more equal and inclusive environment.
One of the most insidious obstacles to female leadership is the pervasiveness of gender stereotypes. As previously illustrated (see article by Tumino and Valmori), women are often perceived as more emotional, less assertive, and more inclined toward care and cooperation compared to men, who are instead associated with traits like competitiveness, authority, and rationality. These stereotypes not only influence how others perceive women's abilities but can also shape women's own expectations of what is considered appropriate and normative for their gender. In the context of leadership, these biases become particularly problematic: leadership roles have historically been associated with traits considered prototypically "male," such as determination, ambition, and the ability to make tough decisions. Consequently, women who aspire to leadership positions often find themselves navigating the risk of being perceived as too aggressive or, conversely, not assertive enough. This dynamic creates a double bind: if they adopt a more decisive leadership style, they risk being judged negatively or as ‘unfeminine’; if they opt for a more collaborative and empathetic approach, they may be seen as weak or unfit for the role—a phenomenon known as backlash. This phenomenon has been observed in numerous studies and contributes to keeping women at a disadvantage, both in accessing and managing leadership roles, sometimes leading even to isolation from informal support networks that are often crucial for success in a company.
Another obstacle to women's ascent to positions of power is known as the "glass ceiling." This term was coined to describe the barrier—invisible but real—that prevents women from reaching top leadership positions, even when they have the same qualifications and skills as their male colleagues. This barrier is fueled by systemic discrimination, unconscious biases, and corporate structures that tend to favor men in promotions and career opportunities. Although women make up 46% of the global workforce, their presence drastically diminishes as one climbs the corporate ladder. An example can be seen in statistics on female representation on boards of directors and in CEO roles. In Italy, for instance, women represent only 16% of CEOs in publicly traded companies, and globally, only about 6%.
However, there is another obstacle to female leadership that creates a particular dynamic: the phenomenon of the "glass cliff." This term refers to the tendency to appoint women to leadership positions during times of crisis or corporate difficulties when the likelihood of failure is higher. If failure occurs, women are considered responsible, further damaging their careers and perpetuating the idea that women are not suited for leadership roles. A notable example is Margaret Thatcher’s rise to power in the United Kingdom. When Thatcher became Prime Minister in 1979, the country was in a deep economic crisis, with soaring inflation and high unemployment rates. Although Thatcher managed to steer the country out of the crisis, her controversial policies and the economic challenges faced during her tenure made her a highly divisive figure. This example illustrates how women leaders may be called upon to lead in difficult times, but also how their leadership is often questioned in ways that rarely happen with their male counterparts.
Despite the challenges, the literature highlights how women bring a unique set of skills and qualities to leadership roles. Several studies show that women tend to adopt a more democratic and collaborative leadership style, encouraging team participation and involvement. This approach, often referred to as "transformational," focuses on building trust relationships, developing employees, and promoting a shared vision that helps create a more inclusive work environment and improves employee satisfaction. However, this leadership style is often undervalued or even criticized in environments that still prioritize a more authoritarian and competitive approach, typically associated with male leadership.
In recent years, gender diversity has also become a central issue in corporate boards and large companies. Numerous studies show that greater diversity also brings economic benefits. For example, the Boston Consulting Group found that companies with at least 30% of women among executives see a 15% increase in profitability. According to the 2022 Gender Equality Index by the European Institute for Gender Equality, greater gender equality could increase the European Union’s per capita GDP by 6.1% to 9.6% by 2050, showing that inclusivity is not merely an ethical issue.
Despite the progress made, significant challenges remain in achieving gender equality in leadership roles. To improve inclusion and diversity in leadership positions, it is essential to implement corporate policies that ensure pay equity, equal parental leave, and the valorization of skills, regardless of gender. Transparency in promotion practices and the accountability of leaders in achieving diversity goals are crucial, as it is the importance of promoting positive role models to inspire and motivate other women to pursue leadership roles.
Promoting gender equality is not only a matter of social justice but also of competitive advantage. Companies that fully harness the potential of female leaders are better equipped to face the challenges of the future and thrive in an increasingly complex and diverse world. Creating an environment where women can not only access but also excel in leadership roles requires a concrete commitment in order to change the structures and cultures that perpetuate inequality. With concrete actions and systemic change, it is possible to build a future where female leadership is not just an exception but becomes the norm.
If gender equality is essential for success in the corporate world, it is equally important in other fields, including sports. In the next article, the challenges and difficulties women face in the sports world will be explored, along with the opportunities to foster significant change that might extend throughout society.
