Women Leaders: How To Break the Barriers

Women leaders have made real progress in the workplace. A report by the World Economic Forum shows that they still remain under-represented in almost every industry and every economy. Women make up 42% of the global workforce and 31.7% of senior leaders. Fewer than 1% of C-suite roles are held by women. At the same time, women hold nearly half of all entry-level jobs.

The Ortus Club works with leaders and C-level executives around the world. Given the numbers above, we have spent time thinking about what makes a leader. Character matters. Education matters. And there may be other perspectives worth adding to the conversation.

To mark Women’s Month in 2025, The Ortus Club looked to its executive leadership community for answers. We sent a survey to more than 700 female business leaders who have joined one of our corporate leadership events. The goal was to gather their views on the challenges they face in being recognised in their roles.

Unique Challenges for Women Leaders

Most of the responses pointed to the same issue: gender bias and stereotypes about women in leadership are still very much alive. Society has made progress. Even so, deep-rooted prejudice still shapes how others judge women’s capabilities and leadership potential.

Women leaders also flagged a clear gap in leadership styles and expectations. Female leaders face different standards from their peers. When they lead in ways that break from tradition, they are more likely to face criticism for it. 

Concerns also came up around work-life balance and family. Biased assumptions about a woman’s commitment to her career, when weighed against her family responsibilities, remain common.

The picture that emerges is clear. Overt discrimination may be less visible than before, but subtle bias continues to shape how others see women at the top.

Recognising Challenges and Uncovering Barriers

The survey pointed to several challenges that women leaders believe deserve more attention.

19.4% of respondents named gender bias and stereotypes. The same number flagged workplace inequality and structural barriers. Together, these numbers reinforce the need to tackle both the biases and the systems that hold women back.

16.1% of respondents named the invisible burden of work-life balance and emotional labour. Women often carry more of the weight when it comes to juggling work, home, and the emotional load in the office. 

The same share (16.1%) pointed to a lack of representation, and stressed the value of having more women in senior roles to advocate for change. Another 16.1% raised the impact of male-dominated workplace cultures. These environments can create real hurdles for women trying to advance and to feel like they belong.

12.9% of respondents named health-related challenges. This suggests a need for more open conversation about how biological factors can shape a woman’s career.

Pathways for Women Leaders

The survey also revealed strong agreement on how to move forward.

More than a quarter of respondents (26.3%) said the answer is to break stereotypes and redefine what leadership looks like. The desire is clear: to move past outdated, often masculine-coded ideas of what a leader should be.

Another 26.3% of respondents focused on changing the narrative around women in senior roles. They want to see more stories of women who have succeeded in prominent positions.

A further 18.4% cited a lack of female representation and advocacy. The industry needs more visible female leaders to inspire others and champion change from within. 15.8% of respondents named structural barriers and workplace inequality, showing continued frustration with systems that hold women back. Another 13.2% called for a rethink in how organisations measure leadership, with more value on diverse styles and contributions.

Taken together, these responses point to a real desire for change. The goal is a broader, fairer view of what women can bring to leadership.

Inspiring Women in Amplifying Conversations

To take our conversation on female leadership further, we asked past Ortus Club roundtable participants who their dream attendees would be. Their answers focused on women who have made a real mark across many sectors.

Many respondents named Michelle Obama. Her advocacy, intellect, and ability to connect with a wide audience make her a natural choice. Respondents also cited Marie Curie, the trailblazing scientist and Nobel laureate, for her groundbreaking work in STEM and her resilience in a male-dominated field.

Additionally, respondents named Indra Nooyi, former CEO of PepsiCo, for her strategic leadership, business sense, and long-standing advocacy for work-life integration. They also included Oprah Winfrey, the media magnate and philanthropist, for her influence, resilience, and skill at empowering others through her platform.

These four women share something important. Each has shown resilience, intellect, and leadership in her own field. Each has also chosen to use that platform to make a positive impact on the workforce and beyond.

We Can All Belong At The Ortus Club Roundtable

The insights from our survey among senior decision-makers point to work that still needs to be done. Bias has to be dismantled. Inclusive environments have to be built. Real progress in these areas will require careful effort and steady commitment.

At The Ortus Club, we believe that by lifting diverse voices and by facing the inequities that remain, we can help shape more representative and effective leadership figures for the future.

As the section headers of this article suggest, we look at the challenges women face, we recognise the barriers that stand in the way, and we chart the pathways to leadership that inspire real change. Because in the end, we can all belong at the roundtable.