AltoPartners Equitable Leadership:
Advancing More Women into the C-Suite
The number of female CEOs is rising, yet progress remains slow. According to Fortune Most Powerful Women, women now make up 11.6% of CEOs—a milestone, but far from parity. At the current rate, the United Nations estimates it will take 140 years to achieve equal leadership representation.
Why is progress so slow, and what needs to change? Heejung Chung, Jennifer McCollum, Deanna Strable, and Tanya van Biesen—four leaders committed to advancing women—highlight key challenges and actionable solutions.
Barriers to Women in Leadership
Many female leaders navigate masculine corporate cultures, long working hours, and expectations that exclude caregiving responsibilities. Women also face the "glass cliff", where they are promoted into leadership roles during crises, increasing their risk of failure.
Bias in leadership selection remains a major issue. Hiring committees often favor traditional, male-dominated leadership models, while intersectional barriers mean women of color, LGBTQ+ women, and women with disabilities face even greater obstacles.
5 Priorities to Accelerate Change
✔ Redesign Work for Gender Equity
More flexibility—shorter workweeks, hybrid work, and autonomy—can make leadership more accessible to women. Chung advocates for a 30-hour workweek as a game-changer.
✔ Implement Structural Reforms
Organizations must intentionally create pathways for women, including equal parental leave for men and women to normalize caregiving across genders.
✔ Develop & Retain Women
Women need sponsorship, mentorship, and structured career development to navigate disruptions and advance in leadership. Advocacy from senior leaders is essential.
✔ Engage Men as Allies
Male leaders must be active partners in gender equity. McCollum highlights that excluding men from these discussions limits overall inclusion and workplace culture improvements.
✔ Tie Gender Diversity to Business Performance
Companies with diverse leadership outperform their competitors in financial success, innovation, and employee engagement. Gender equity is a competitive advantage.
Taking Action for Women in Leadership
Companies serious about driving change should:
- Revise leadership structures to allow for flexible, sustainable work schedules.
- Normalize paternity leave to balance caregiving responsibilities.
- Track and report leadership diversity metrics, including pay equity and promotion rates.
- Prioritize sponsorship—not just mentorship—for high-potential women.
- Educate hiring committees on unconscious bias.
- Link executive compensation to diversity goals, ensuring accountability.
- Position gender diversity as a business driver, not just a moral initiative.
Women in leadership are not just good for diversity—they are essential for business success. The companies that adapt will build stronger, more equitable organizations and redefine what modern leadership looks like.
Clara Wu Tsai, Michele Kang, Sue Bird and Emma Hinchliffe attend
Fortune's Most Powerful Women Summit 2024
(Photo by Presley Ann/Getty Images for Fortune's Most Powerful Women Summit)