Despite progress in increasing female representation on corporate boards, barriers to achieving executive leadership roles remain formidable. Research indicates that while many UK FTSE 350 companies have met targets for gender diversity on boards, fewer than 20% have done so for executive positions. This disparity is mirrored in the US, where although more women are on boards than ever before, the number of female executives has declined, underscoring ongoing challenges.
Factors contributing to this imbalance include biases in hiring and promotion, with women often receiving lower potential ratings despite equivalent or superior performance. Additionally, societal expectations and structural barriers such as caregiving responsibilities disproportionately affect women, leading to breaks in employment and hindering career progression. Female executives also face heightened scrutiny and shorter tenures compared to their male counterparts, reflecting gender biases that persist at the highest levels of corporate leadership. Despite these obstacles, initiatives like mentorship programs and organizational support networks are recognized as crucial for advancing women into executive roles and fostering lasting change in corporate culture.