Female Leadership: Breaking Boundaries and Advancing the Workplace

In recent years, efforts to elevate female leadership have intensified. However, a McKinsey report reveals a persistent gap: for every 100 men promoted from entry level to manager, only 87 women advance, highlighting the ongoing underrepresentation of female leadership positions. So the question might be, does leadership need a gender?

The answer is simple: No, because the ability to lead is not specific to any gender. However, it is essential to recognize the different leadership styles that women and men bring. Obviously, organizations become more efficient when they have a diverse leadership team, including more women, pay equity, and gender-agnostic career-pathing. Let us explore the history of women and men in leadership positions, the different leadership styles, the challenges facing female leaders, the advantages of having a female leader, and the importance of diversity and inclusion as a key to business success.

The History of Female Leadership

The history of female leadership is long and complex, spanning different cultures and regions worldwide. Women have always played important roles in their communities. However, women’s access to positions of power and leadership has been limited.

In ancient civilizations, women held important positions of power as priestesses, oracles, and rulers. Examples include Queen Hatshepsut of Egypt, who ruled as pharaoh in the 15th century BCE, and Wu Zetian, the only woman to rule China in her own right during the Tang Dynasty.

However, as societies became more patriarchal, women’s access to leadership positions diminished. During the Middle Ages in Europe, women were largely excluded from public life and were limited to traditional roles such as wife, mother, and homemaker. Women were prohibited from participating in politics, education, or other men-dominated fields.

During the 19th and 20th centuries, women’s movements for equal rights and suffrage gained momentum in many parts of the world. Women fought for the right to vote, access education and employment, and hold positions of power and leadership.

In the United States, women’s suffrage was achieved by ratifying the 19th Amendment to the Constitution in 1920. However, women’s political and business leadership representation remained low for many years.

In the latter half of the 20th century, women made significant strides in breaking through the glass ceiling and achieving positions of power and leadership. Women began to enter politics, education, and business in more substantial numbers, and female leaders such as Sirimavo Bandaranaike, Golda Meir, Margaret Thatcher, and Angela Merkel emerged as influential figures on the global stage.

Despite advancements in female leadership, with women stepping into roles across various industries, companies led by a female leader remain a minority. Female leadership faces persistent underrepresentation in management and ongoing challenges like gender bias and discrimination.

Speexx Promotes Female Leadership

At Speexx, we believe in promoting female leadership and more than 45% of leadership roles throughout the organization are held by women. In fact, our Head of Digital Marketing & Growth at Speexx, Clara Canevari, was named one of the Top 50 Female Leaders in SaaS of 2022 by The Software Report.

Leadership Types and Styles

Leadership styles can vary greatly depending on the individual. Some leaders tend to be more traditional and authoritarian, while others adopt a more collaborative and participative approach. Some methods emphasize motivating team members through empathy, while others prioritize results-oriented decisions aligned with an overarching mission. The most effective leaders are those who can adapt their style to the context in which they are working and the specific needs of those they are leading.

However, no “best” leadership style works for every situation or organization. The most effective leaders are adaptable to different situations and consider the needs and goals of the organization, the team, and individual team members. Such leaders adjust their approach based on the situation. For example, an autocratic leadership style may be necessary to make quick decisions and maintain control in a fast-paced, high-stress environment. In a more collaborative and creative environment, a democratic or servant leadership style may be more effective in promoting innovation and empowering team members.

In addition to being adaptable, effective leaders possess specific qualities such as being good communicators, the ability to build relationships, as well as developing and empowering their team members.

The Challenges Facing Female Leadership Today

While there has been progress in increasing the number of women in leadership positions, female leaders continue to face massive challenges in the workplace:

1. Gender Bias and Discrimination. A female leader often faces gender bias and discrimination in the workplace. This can be pay inequity, being overlooked for promotions or leadership opportunities, or facing micro-aggressions or stereotyping.
2. Lack of Representation. Women remain underrepresented in many fields and industries, making it difficult for female leaders to find role models or peers to support them in their careers.
3. Work-life Balance. Balancing work and family responsibilities can challenge female leaders, especially in industries with demanding work schedules or extended hours.
4. Imposter syndrome. Imposter syndrome is a phenomenon where individuals doubt their accomplishments or abilities and feel they don’t deserve success. This can be especially prevalent for women in leadership positions who may feel they must work harder to prove themselves in a male-dominated industry.
5. Double standards. Female leaders are often held to different standards than their male counterparts. They may be criticized for being too aggressive or emotional, while men exhibiting the same behaviors are praised for being assertive or passionate.

Despite these challenges, female leaders have demonstrated resilience and determination in breaking down barriers and paving the way for future generations of women. By supporting and advocating for women in leadership, we can create more inclusive workplaces where all individuals can reach their full potential.

Advantages For Female Leaders

A female leader often provides a modern leadership style that differs from their male co-workers. This style tends to be more empathetic, focused on mentoring and social issues in the workplace, and provides more support for all company members. Female leaders have certain advantages over their male colleagues. Their empathetic leadership style allows team-oriented projects to be better organized and gives everyone on the team the feeling that their ideas are being heard. This empathy enables female leaders to tackle problems more effectively and find innovative project implementation approaches.

Female Leadership in HR and L&D

Female leaders bring unique skills, perspectives, and insights essential for business success. By building inclusive cultures, navigating gender biases, developing talent, innovating with technology, and advocating for change, female leaders can significantly impact their organizations’ success.

1. Building Inclusive Cultures. HR and L&D departments are responsible for creating and maintaining a culture of inclusion and diversity. Female leaders are exceptionally skilled at building supportive, collaborative, and welcoming cultures. They can use their empathy, communication skills, and relationship-building abilities to foster an inclusive culture for all employees.
2. Navigating Gender Biases: HR and L&D are often tasked with addressing issues related to gender biases and stereotypes. A female leader can use her experience and knowledge to develop strategies and policies that address these issues and ensure that all employees are treated fairly and equitably.
3. Developing talent: Female leadership in HR and L&D plays a crucial role in developing talent within organizations. A female leader can use her understanding of leadership development, employee engagement, and career planning to help employees reach their full potential.
4. Innovating with technology: The HR and L&D function increasingly relies on technology to deliver their services. Female leaders in the digital workplace can use their expertise to identify and implement new technologies to improve HR and L&D processes.
5. Advocating for change: HR and L&D functions are at the organizations’ forefront of change management. Female leaders can use their advocacy skills to promote change initiatives and ensure they align with the organization’s mission and values.

Women Are Better Managers in Crises and Think Less Hierarchically

In times of crisis, it is more important than ever to have strong leadership to guide a company through difficult situations. Women are better suited than men to manage crises and move companies forward on the road to recovery. Female qualities such as empathy and team spirit can help them address problems effectively and find successful ways to solve them. With the right skills, female leaders can motivate and inspire teams.

Women think less hierarchically than their male colleagues, which means they can establish more equal opportunities in their workforce. This enables them to organize and lead effective teams where everyone can put forward ideas or make suggestions and is taken equally seriously. This approach fosters collaboration and creativity, ultimately leading to tremendous success for the organization.

Female Leadership: Diversity and Inclusion as Keys to Success

It is essential to recognize that diversity and inclusion are critical determinants of success in any company. This applies to the gender balance in leadership positions, including employees from different cultural backgrounds. By promoting diversity and female leadership, a holistic approach can improve overall employee satisfaction, which is essential to achieve long-term growth and stabilized earnings. Inclusion involves hiring diverse talent and providing training opportunities within the company. By closing the gaps between gender biases and equipping each person to succeed in their role, companies can achieve tremendous success.

Female Leadership in the Hybrid Workplace

The hybrid workplace, which combines remote and in-person work, can be an opportunity for advancing female leadership in the digital workplace.

1. Increased Flexibility. The hybrid workplace model can provide more flexibility to working parents, often women. With the ability to work remotely, women can better balance their work and family responsibilities, enabling them to pursue leadership roles without sacrificing family time.
2. Increased Access to Opportunity. By embracing remote work and flexible schedules, companies can tap into talent pools that were previously inaccessible due to geographical or time constraints. This can create opportunities for women who may not have been able to relocate for a job or may not have been able to work traditional 9-to-5 hours.
3. Reduced Bias: The hybrid workplace model can minimize gender bias by creating a more level playing field for all employees. When everyone is working remotely, there are fewer opportunities for gender bias to play a role in decision-making or interpersonal interactions. This can be especially important for female leaders in the digital workplace who may be more vulnerable to bias or stereotyping.
4. Enhanced Communication: The hybrid workplace model can promote more open and frequent communication between team members, regardless of location. With more opportunities for collaboration and knowledge-sharing, women in leadership positions can leverage their strengths as communicators and relationship-builders to drive their teams toward success.
5. Enhanced Learning and Development: With the hybrid workplace model, organizations can leverage technology to create more effective employee learning and development opportunities, including leadership training programs. This can be especially important for women in leadership roles who may benefit from specialized training or coaching to help them navigate their careers and overcome any challenges they may face.

Digital Coaching for Female Leaders

Digital coaching can help you bring out the best in your female leaders. Help them improve their leadership skills and advance their careers. Here are some ways in which digital business coaching can help female leaders break through the glass ceiling:

• Providing Personalized Coaching. Digital business coaching can provide personalized coaching that addresses specific leadership challenges and opportunities. Female leaders can receive tailored advice and support specific to their unique experiences and goals.
• Developing Leadership Skills. Digital business coaching can help female leaders develop essential leadership skills, such as communication, collaboration, and decision-making. These skills can be honed through online modules and personalized coaching sessions.
• Addressing Gender-specific Challenges. A female leader faces unique challenges in the workplace, such as navigating gender biases and stereotypes. Digital business coaching can help female leaders address these challenges and develop strategies for overcoming them.
• Providing Access to Female Role models. Digital business coaching can connect a female leader with female role models who have successfully navigated similar challenges and overcome obstacles. This can help female leaders to gain confidence and inspiration from other successful women in their field.
• Networking opportunities: Digital business coaching can also provide networking opportunities for female leaders to connect with other like-minded professionals and build valuable relationships that can help advance their careers.