The Silent Struggles: What Women in Leadership Still Face

As a woman leader, I’ve experienced the joy of breaking barriers, achieving milestones, and witnessing the growth of women in workplaces. We've come a long way, no doubt. Yet, despite these visible strides, there are conversations that still echo the harsh reality many of us face—conversations that make it painfully clear that true inclusion is still far from being achieved.

Growth at a Glance: The Progress We've Made

There’s no denying the growth. Women today are stepping into leadership roles like never before. According to NASSCOM, women make up 35% of the total IT workforce in India, and the number is growing. Globally, more organizations are promoting women into managerial roles, fighting for gender diversity, and championing the cause of equality. It's encouraging, heartwarming even, to see this progress.

But behind these statistics, a more subtle and damaging narrative plays out in many boardrooms and hiring discussions.

The Conversations No One Wants to Hear

Discussions about hiring women—especially for leadership roles—there’s always that moment where the conversation takes a turn. No matter how progressive the team claims to be, there is always a thought lingers in the boardroom: What if we’re hiring a single woman at the age of getting married?

What follows is a cascade of worries: She might get married, and her in-laws might pressure her to quit. Or, What if she can’t work late because of family obligations?

And it doesn’t stop there. Even married women in leadership face scrutiny. The next round of questions goes, What if she conceives? The immediate assumption is that her productivity will slow down, and she’ll need time off for maternity leave.

These conversations are soul-crushing because they reinforce that, no matter how skilled or capable a woman may be, her personal life will always be used as a reason to question her commitment and potential.

The Reality of Women in the IT Sector: Why the Struggle is Real

The IT industry is a shining example of where women have made incredible progress, yet the challenges remain. A McKinsey & Company report shows that while women represent a growing part of the tech workforce, only 26% hold C-suite positions. Even more disheartening, Deloitte Global reports that women make up only 25% of the overall tech workforce.

These numbers highlight a painful truth: the higher women rise, the harder it becomes to break through the invisible barriers. It’s not just about skill or experience; it’s about perceptions that persist, fueling a leaky pipeline where talented women drop off before they reach senior leadership positions.

Bias Disguised as Concern: The Real Harm

We often speak about diversity, inclusion, and equality. But when these biased conversations enter the room, it’s clear we’re not as progressive as we think. We claim to support women, but when we reduce their potential to personal life events—marriage, motherhood, or family obligations—we strip them of their agency.

These concerns aren’t just questions—they're veiled barriers that stop women from advancing. And it’s not just damaging to women, it’s damaging to the organizations that fail to recognize their full potential. By focusing on what "might" happen in a woman’s personal life, we miss out on what she can bring to the table today.

The Strength of Women: Rising Above the Challenges

Despite the hurdles, women continue to rise. We don’t just survive—we thrive. We excel in our roles, managing work, family, and societal expectations with grace. The challenges we face only make us more resilient, adaptable, and empathetic leaders.

When women succeed in leadership, they bring a unique perspective, one forged from overcoming personal and professional barriers. We don’t shy away from responsibility—we embrace it. And it's this strength that drives us to create better workplaces, not just for ourselves but for everyone.

Together, We Can Break These Barriers

The future of leadership—especially in industries like IT—demands a shift in how we perceive women. We must challenge these outdated, harmful notions and create an environment where women can succeed without judgment or bias.

It’s time to recognize that women don’t just rise to the occasion—they transcend it. And when we create a truly inclusive space, everyone benefits. True diversity, after all, isn’t just about hiring women—it’s about trusting them to lead.