The Decline in Women’s Leadership Roles and How Organisations Can Help
- GLP Training
- Jun 21, 2024
- 2 min read
Despite decades of progress, the number of women hired into senior leadership roles is on a decline globally.
In 2023, only 36.9% of leadership hires were women, down from 37.5% the previous year, and this downward trend continued into 2024, with just 36.4% of leadership hires being women as of April.
The latest data from LinkedIn, featured in the World Economic Forum's 2024 Global Gender Gap Report, shows issues within gender equality in the workplace.
A Global Challenge Reflected in the UK
The United Kingdom reflects this global trend, with the percentage of women hired into leadership positions dropping from 37.8% in 2022 to 37.1% in 2024. This decline can be seen as shocking, given that women are more likely to show critical soft skills such as team leadership, strategic leadership, and collaboration - skills that are 28% more prevalent among women.
While the overall representation of women in leadership in the UK has increased by 1.8 percentage points since 2018, significant challenges remain. Women constitute 46.9% of entry-level positions but only 34.3% at the director level. This "seniority slump" highlights the systemic barriers that hinder women's career progression.
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Recommendations in Addressing Gender Inequality
Furthermore, to address these gender imbalances, the report suggests several strategies:
Adopting a Skills-First Approach to Hiring
Organisations should focus on the skills candidates bring to the table rather than their past job titles or experiences.
This approach can help identify capable women who might be overlooked due to traditional hiring biases.
Implementing Inclusive and Fair Hiring Practices
Ensuring that hiring processes are free from gender bias is crucial. This includes using diverse interviewers and standardised interview questions to evaluate candidates more objectively.
Encouraging Flexible Working Arrangements
Flexible work policies can support women who often juggle professional responsibilities with caregiving duties. This flexibility can make senior roles more accessible and attractive to women.
Providing Up-skilling and Career Growth Opportunities
Continuous learning and development programmes can help women advance in their careers.
Mentorship and sponsorship programmes are also vital in preparing women for leadership roles.
Ensuring Accurate Training including AI Developments in the Workplace
As AI reshapes the job landscape, providing equitable access to AI-related training and development opportunities is essential to prevent widening the gender gap in this critical field.
Steps Organisations Can Take
To promote a skills-first approach and ensure fair opportunities for women, organisations can implement the following steps:
Revise Job Descriptions
Focus on the essential skills and competencies required for the role, rather than a list of qualifications that may be discouraging for women who are willing to apply.
Blind Recruitment Processes
Use anonymised resumes to reduce unconscious bias in the initial screening stages. This can help ensure that candidates are evaluated based on their skills and experience rather than their gender.
Structured Interviews
Standardise interview questions and evaluation criteria to ensure all candidates are assessed fairly and consistently.
Inclusive Workplace Culture
Create a culture that values diversity and inclusion. Encourage employee resource groups and provide training on unconscious bias to create a supportive environment for all employees.
Transparent Career Pathways
Clearly define the career progression paths within the organisation and provide resources and support for women to navigate these pathways effectively.
The decline in women’s leadership hires is a reminder of the ongoing challenges in achieving gender equality in the workplace. However, by adopting a skills-first approach to hiring and implementing inclusive practices, organisations can help reverse this trend.
Embracing flexibility, providing growth opportunities, and ensuring equitable training can pave the way for more women to get into senior leadership roles, ultimately creating a more diverse and innovative workforce.
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