While there has been clear progress for the inclusion and recognition of females in the workforce, a report by the World Economic Forum shows that women’s workforce representation remains below men’s across nearly every industry and economy. Women account for 42% of the global workforce and 31.7% of senior leaders. To further illustrate the point, women were said to occupy nearly half of the entry-level positions in the workforce but fall short of representing at least 1% of the C-suite positions.
As a company that connects and collaborates with leaders and C-level executives around the world, we, The Ortus Club, have to ask: What makes a leader? Is it their upbringing? Is it the way they speak? Is it their gender?
In recognition of Women’s Month in 2025, The Ortus Club sought to gather valuable insights and perspectives from our audience of senior decision-makers and industry leaders. A survey was sent out to over 700 women in leadership roles who have attended an event powered by The Ortus Club to broaden and amplify the conversation of the trials that females face in being recognised as leaders.
Through the Challenges Women Faced
A striking majority of executive responses highlighted the persistence of enduring controversial opinions regarding gender bias and stereotypes about women in leadership. This underscores the unfortunate reality that despite progress, deeply ingrained prejudices still exist and surface in discussions about women’s capabilities and suitability for leadership roles.
Female leaders also identified controversies related to leadership styles and expectations, suggesting that women leaders are often judged against different standards or criticised for adopting styles that deviate from traditional norms. Concerns around work-life balance and family systems also emerged as a controversial topic, as biased assumptions are still made about women’s commitment to their careers versus their family responsibilities.
These findings reveal that while overt discrimination against women might be less common, subtle biases continue to fuel controversial opinions that hinder a truly level playing field for women in leadership.
Recognising Challenges and Uncovering Barriers
The survey highlights several challenges faced by women across industries that executives believe deserve more attention. Hardships related to both gender bias and stereotypes in female leadership, as well as workplace inequality and structural barriers, were highlighted by 19.4% of respondents, reinforcing the need to address fundamental biases and systemic disadvantages.
Again, the often invisible burden of work-life balance and emotional labour was identified by 16.1%, suggesting that the disproportionate responsibility women often bear for both work and domestic tasks, along with managing workplace emotions, needs greater recognition. The same percentage of respondents pointed to the lack of representation, emphasising the importance of having more women in senior positions to advocate for change. The impact of male-dominated workplace culture and environments was also highlighted by the same percentage of respondents, which indicates that exclusionary cultures can create significant hurdles for women’s advancement and sense of belonging.
Interestingly, health-related challenges were also mentioned by 12.9% of the executive respondents, suggesting a need for more open conversations about how biological factors can impact women’s careers.
Pathways to Women in Leadership
The survey reveals a strong consensus on the need to dismantle outdated perceptions surrounding women in leadership. Over a quarter of respondents (26.3%) emphasised breaking stereotypes and redefining ‘leadership’ as a perceived aspect of how female leadership should be changed. This data highlights the desire to move beyond traditional, often masculine-coded, ideas of what constitutes effective leadership.
Another 26.3% of the respondents focused on changing the narrative about women in leadership positions, echoing the call to actively promote positive stories and successes of women in prominent roles.
A significant portion (18.4%) cited the lack of female representation and advocacy, which suggests a need for more visible female leaders to inspire and champion others. While 15.8% pointed to workplace inequality and structural barriers, indicating a frustration with systemic issues hindering women’s advancement. Furthermore, 13.2% advocated for rethinking the evaluation and impact of leadership, suggesting a shift towards valuing diverse leadership styles and contributions.
These responses collectively underscore a desire for a fundamental shift in societal and organisational perspectives, moving away from biases and towards a more inclusive and equitable understanding of women’s leadership capabilities.
Inspiring Women in Amplifying Conversations
To further enrich our discussions on female leadership, we asked previous Ortus Club roundtable participants about their dream roundtable attendees. Their selections reveal a compelling focus on impactful women who have made significant strides across diverse sectors.
Michelle Obama was a frequently cited figure, likely recognised for her advocacy, intellect, and capacity to connect with a broad audience. Marie Curie, a trailblazing scientist and Nobel laureate, stands as an inspiration for her groundbreaking contributions to STEM and her resilience in a male-dominated field. Indra Nooyi, the former CEO of PepsiCo, was also majorly cited as a dream roundtable guest for her strategic leadership, business acumen, and advocacy for work-life integration. Oprah Winfrey, a media magnate and philanthropist, is celebrated for her influence, resilience, and ability to empower others through her platform.
The selection of these four women underscores a desire to glean insights from individuals who have demonstrated resilience, intellectual prowess, leadership within their respective domains, and a commitment to making 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 underscore the persistent need to dismantle biases and foster truly inclusive environments where women can thrive as leaders. From reshaping perceptions to addressing systemic challenges, the path forward requires conscious effort and unwavering commitment. Ultimately, these findings reinforce our core belief at The Ortus Club: By amplifying diverse voices and addressing existing inequities, we can showcase more representative and effective leadership figures for the future.
As the section headers of this blog suggest: Looking through the challenges women faced, we recognise challenges and uncover barriers that show pathways for women in leadership to inspire women in amplifying conversations so we can all belong at the roundtable.