At Mind-Gap, we understand the challenges women face in the workplace and the importance of standing up for themselves, particularly as they climb the ladder in leadership. Karin Cooke, one of our esteemed associates, has worked with numerous women in leadership roles and has seen firsthand the barriers that still exist. From imposter syndrome to the fear of being labelled “difficult”, women often hold back from speaking up, despite the incredible value they bring to their organisations. However, in Karin’s view, the need for women to assert their authority has never been more critical.
For decades, women have been fighting for a seat at the table, whether in boardrooms, executive suites or entrepreneurial ventures. Progress has been undeniable, but barriers remain. According to a 2024 report by “Lean In” entitled, “Women in the Workplace”, although women now account for 29% of C-suite positions, there’s still a significant gap earlier in the pipeline, particularly at entry and management levels. Even more concerning, the report highlights that women’s progress in senior leadership is more fragile than it seems.
To break through these barriers, it’s essential for women to take ownership of their authority. One of the most common obstacles that Karin has seen is imposter syndrome, especially in women new to leadership roles or those who have been recently promoted to a new level of leadership responsibility. This feeling of not belonging often holds women back from asserting themselves and sharing their ideas. Women who struggle with imposter syndrome can go to one or the other end of the communication continuum, they can either become aggressive communicators or more passive. Where we need to land as women is in the healthy place of assertive communication. True leadership demands courage. Women need to own their authority; confidence is not arrogance. It’s about recognizing your value, beliefs, and ideas.
Karin also emphasises the importance of building strong alliances with other women. By supporting one another, mentoring and advocating for each other, women can create a ripple effect in the workplace. When one woman speaks up for another, they’re likely to receive the same support in return, fostering a strong network of women leaders who empower each other.
However, it’s not just about speaking up for themselves, it’s about calling out bad behaviour and ensuring a culture of respect. In many instances, women hesitate to challenge unethical actions or disrespect out of fear of backlash. But, as Karin points out, letting these behaviours go unchecked only perpetuates the problem. Whether it’s addressing dismissive comments or asserting their point when interrupted, standing up for what’s right is essential.
Karin also encourages women to document their experiences and escalate when necessary. Whether it’s an unfair decision or a disrespectful interaction, keeping a record of the situation and sharing it with the appropriate parties, like HR or higher-level leaders, is a critical step in ensuring accountability. And finally, women need to demand equal opportunities. Women are often faced with fewer chances for promotion or unequal pay, and this must be challenged. Women must hold leadership accountable for decisions that affect their career progression.
In conclusion, the journey toward true equality in the workplace requires perseverance. As Karin eloquently puts it, “When women keep showing up, keep leading, and keep speaking up, we make a statement.” Let’s not let anyone dim their light. Women deserve their place, to share their ideas and to lead with confidence.
At Mind-Gap, we are passionate about supporting women in leadership. If you’re ready to take the next step in your leadership journey, connect with us today. Whether it’s through coaching, leadership development, or building a supportive network, we’re here to help you overcome the barriers and lead with confidence. Let’s work together to build a future where women’s voices are not just heard, but powerfully present in every room.
