Women in Leadership: Bold, Authentic and Resilient Leadership in Male-Dominated Industries

The Challenge: Having a Credible voice in Male-Dominated Spaces

Despite progress in gender diversity, women continue to be underrepresented in leadership positions, particularly in male-dominated industries. A 2022 study by LeanIn and McKinsey & Company, which surveyed over 40,000 employers, found that 60% of managers and 74% of C-suite executives were men.

This disparity is often attributed to factors such as unconscious bias, limited access to mentorship, and organisational cultures that favour traditional leadership or masculine leadership styles. However, both organisations and individuals can take proactive steps to drive constructive and supportive change.

This article explores practical solutions for both employees and businesses to create environments where women can step into leadership roles with confidence—operating boldly, authentically, and resiliently.

For Organisations: Creating a Workplace Where Women Can Thrive

Businesses must move beyond what is written in the annual report or the ESG strategy around diversity targets and actively seek to create an inclusive culture where women feel valued, heard, and empowered. Here’s how:

• Challenge Traditional Leadership Norms: Many industries still value outdated leadership traits or those with a lean-towards masculine leadership behavioural traits, favouring assertiveness, dominance and competitiveness over collaboration and empathy and emotional intelligence. Companies must broaden their definition of leadership and recognise the value of diverse leadership styles. Noting this is not about gender – but instead the styles we choose to lead with.

• Rethink Recruitment and Promotion Practices: Bias, often unconscious, influences hiring and promotion decisions. Implementing structured, transparent processes with clear criteria ensures women have equal access to leadership opportunities.

• Invest in Leadership Development for Women: Tailored leadership programs provide female employees with the skills, confidence, and networks to advance. Women-focused coaching and sponsorship opportunities can fast-track progression and help build a robust leadership pipeline.

• Foster a Culture of Mentorship and Sponsorship: While mentorship offers guidance, sponsorship involves leaders advocating for women in decision-making spaces. Actively pairing emerging female leaders with sponsors can significantly impact their growth. Having seen this in practice, the results can be immense!

• Create Flexible and Supportive Work Environments: Rigid work structures often deter women from pursuing leadership roles. Offering flexible working arrangements, beyond statutory parental leave support, and return-to-work programs enables talented women to remain and grow with the business.

• Hold Leaders Accountable for Inclusion: A company’s culture is shaped at the top. Training leaders in inclusive practices and measuring them against diversity and inclusion KPIs ensures they drive meaningful change.

  
  

Ann Francke, CEO of the Chartered Management Institute, emphasises that Diversity, Equity, and Inclusion (DEI) initiatives are most successful when integrated into core business practices rather than treated as separate efforts. Effective DEI focuses on inclusive company culture, quality leadership, data monitoring, balanced recruitment, and objective setting.

For Women: Thriving and Leading with Authenticity

Women in male-dominated industries can navigate challenges strategically while staying true and authentic to their leadership style. Here are actionable steps:

• Develop a Strong Leadership Identity: Instead of conforming to traditional (often masculine) leadership styles, women should focus on owning their unique strengths, whether that’s emotional intelligence, strategic thinking, or inclusive leadership.

• Start to build Strategic Networks and Find Sponsors: Visibility is key to career progression. Cultivating strong professional relationships, seeking mentors, and identifying sponsors who can advocate for career growth are crucial steps.

• Manage Bias and Microaggressions Proactively: Women leaders often encounter subtle biases, from being interrupted and spoken over in meetings to assumptions about their leadership abilities. Equipping themselves with assertive communication techniques and addressing bias head-on can help navigate these situations effectively. There is something about picking your battles and doing this from a constructive starting point, not a defensive one.

• Being confident in the space you take up and using your voice with purpose: Confidence matters. Whether it’s speaking up in meetings, advocating for a promotion, trying to influence senior leaders or negotiating a salary, its key to find a way to confidently (even quietly!) to speak out to show expertise and presence in crucial conversations.

• Prioritise Resilience and Well-Being: The journey to leadership can be challenging, especially in environments resistant to change. Developing a strong support system, practicing self-care, and seeking coaching for resilience and confidence can sustain women on their leadership path. Making sure you have awesome cheerleaders in your corner makes a big difference too 😊

The Future: A Shared Responsibility for Change

Building an environment where women can thrive, lead, and succeed boldly is not just a women's issue—it’s a business imperative. Companies that embrace gender diversity and moreover, an inclusive leadership culture see higher performance, better decision-making, and stronger innovation.

By taking deliberate actions—from shifting workplace culture to empowering female leaders with coaching, mentorship, and leadership development—both organisations and individuals can play their role in sustainable change.

At Big Sky People, we specialise in coaching and leadership development for women in male-dominated industries. We work with businesses to embed inclusive leadership practices and equip female leaders with the confidence and skills to thrive.

If your business is ready to champion bold, authentic, and resilient leadership, click here to start the conversation.