15 Ways to Empower Women to Apply for Leadership Roles

Women are historically underrepresented in leadership positions and currently make up less than 30% of executive leadership positions at S&P100 companies. Organizations that recognize this disparity are proactively encouraging more female candidates to apply for leadership roles.

Here, 15 Newsweek Expert Forum members discuss actionable ways companies can attract and retain women in leadership positions. Here’s how to actively address the barriers that deter women from these high-ranking roles and propel your company toward a more gender-balanced leadership team.

1. Create a Safe Culture for Women

There is not a lack of women who want to enter into leadership, but sometimes there is a lack of access. A company needs to have a culture that understands and supports the needs of women in order to encourage more women to apply. Companies should interview current and aspiring female leaders to determine how they can create a culture that is safe for women to apply and be honest about their needs. – Donna Marie Cozine, Consult DMC

2. Write Job Posts With Women in Mind

Start with the basics: Post the jobs so women know they can apply. But be mindful when writing job descriptions because women may be more likely to hesitate if they don’t meet every qualification. If possible, convey flexibility around travel and meetings that might conflict with other responsibilities. Finally, make sure women are part of job search committees and actively solicit nominations! – Alexa Kimball, Harvard Medical Faculty Physicians at Beth Israel Deaconess

3. Promote Women to Leadership Roles

The adage is true: We can’t be what we can’t see. Encouraging more women to apply for leadership roles begins with promoting more women into leadership roles. If your organization lacks diversity, the leadership team must take proactive ownership by developing an internal and external pipeline of qualified women candidates. Go to them rather than waiting for them to come to you. – Karen Mangia, The Engineered Innovation Group

4. Be Flexible When It Comes to Work-Life Balance

For many women, the biggest challenge is caring for their families when they need them the most. Creating a policy where it is OK to take a day off or work from home when, for example, a child is sick and needs their mom and only their mom, should be a must for every company. – Krisztina Veres, Veres Career Consulting

5. Create an Ideal Landscape for Female Applicants

I recommend a three-step approach. First, use gender-neutral language in job postings. Next, have leadership and mentorship development programs targeted at women. Finally, provide flexible working hours and remote work options to ensure work-life balance. Encouraging more women to apply for leadership roles is not only a matter of equity and diversity but also contributes to a more inclusive, innovative and successful organization. – Sonja Wasden, Speaking Mental Health

6. Create a Culture of Support, Value and Empowerment

To encourage more women to apply for leadership roles, companies can take steps to create cultures where individuals feel supported, valued and empowered. This approach to cultural enrichment is important for everyone in the workplace. Upper echelons of leadership can often feel toxic and ruthless, which is the exact opposite of supported and valued. Focus on cultivating growth and empowerment. – Lillian Gregory, The 4D Unicorn LLC

7. Implement a Mentor Program

Companies can implement a mentorship shadowing program where highly talented and potential female leaders are paired with current executives. These mentorship efforts should focus on promoting leadership skills and fostering career growth. It is a strategy centered on the self-efficacy psychology theory where one’s capabilities are enhanced through reminders of their innate talents. – Dr. Kira Graves, Kira Graves Consulting

8. Eliminate Gender-Biased Pay

Firstly, eliminate gender bias in your pay scale. Achieving parity and maintaining salary transparency are fundamental in any organization. It’s essential to foster a culture of agility and diversity, empowering all employees to access transparent career paths. Most importantly, lead by example. Demonstrate this commitment to diversity through your hiring practices. – Gergo Vari, Lensa

9. Choose Women for Leadership Roles

Do not even hint at any glass ceiling or unspoken gender requirement for promotions. The best message to encourage women to take leadership roles is for them to actually get those roles. If there are no examples of female leaders with C-level responsibilities in your company, everything will just be all talk. – Zain Jaffer, Zain Ventures

10. Address Childcare Concerns

The one big step a company can take to encourage more women to apply for leadership roles is to address the surrounding issues of childcare. Women often don’t apply for higher positions because they fear the job will take too much time from their children. There may also be concern that they won’t be able to leave if there is a problem, that their children will spend too much time at daycare or that daycare is too expensive. – Baruch Labunski, Rank Secure

11. Cultivate an Environment of Professional Development

Companies can implement mentorship programs, establish transparent promotion criteria, offer flexible work arrangements, prioritize diversity in hiring and provide leadership training specifically tailored to women’s needs. Additionally, creating a supportive company culture and showcasing successful female leaders can inspire more women to pursue leadership positions. – Anna Yusim, MD, Yusim Psychiatry, Consulting & Executive Coaching

12. Develop a System of Respect

We are a woman-owned business, and we have developed a system of respect that has allowed more women than men to take leadership roles. Our female employees are highly motivated and consistently excel in their roles at the company. – Tammy Sons, Tn Nursery

13. Determine Why Women Aren’t Applying

Evaluate why they aren’t applying and address the underlying issues. Evaluate if you are truly being inclusive toward women. While many companies have targets and goals, their actions aren’t ultimately inclusive. Look at all levels to see how women are valued and incorporated into formal and informal social and professional events. If women don’t feel welcome, they won’t apply. – Krista Neher, Boot Camp Digital

14. Broaden Your Definition of Leadership

Companies can foster greater gender diversity in leadership roles by broadening the definition of leadership. Many women may not resonate with current leadership frameworks predominantly observed in male colleagues. Recognizing and highlighting the unique leadership skills exhibited by women not only empowers but also enriches the leadership landscape by embracing diverse perspectives and skill sets. – Leah Marone, Corporate Wellness Consultant

15. Implement Sponsorship Programs

Implement sponsorship programs that support women’s career development and promote flexible work policies that accommodate work-life balance. Showcase women’s leadership journeys as spotlights. – Britton Bloch, Navy Federal