Women are still underrepresented in both high-paying jobs and leadership roles compared to men with similar skills and education. In the face of systemic gender bias, what can you do to advance your career?
In Canada, only about a third of corporate board members and less than a quarter of senior managers are women. And the gender pay gap is well documented, including at the executive level, where women earn less than half as much as men.
Many skills that women tend to excel in, like empathy, integrity, and adaptability, are valuable for strong leadership. Yet common ideas about what a leader looks like often still involve stereotypically masculine traits.
A cultural shift is taking place, with progress being made on reducing the barriers to women’s career advancement—for example, through improvements in child care and supports for women’s entrepreneurship.
But attitudes and behaviour in society and organizations evolve slowly. In the meantime, women need to think strategically about how to advance their careers, while also staying true to who they are.
Have the confidence to self-advocate
One of the biggest hurdles for women at work is not speaking up for themselves. Studies show that women are less likely than men to promote their achievements and are less assertive in negotiating salaries or raises.
Women often walk a tightrope between not being assertive enough and being perceived as “too assertive.” Choosing the right words, especially during sensitive conversations, is important.
Believe in your abilities
The first step is internal: become unapologetically confident in your skills, your experience, and your self-worth.
If you show confidence in your work, leadership, and vision, others will start to see you that way too. While women are often socialized to downplay their successes, doing so can make others overlook your contributions.
Begin by making a mental shift: recognize the unique value you bring.
Own your achievements
Visibility is key to career advancement. If you do not actively communicate your accomplishments, it’s easy for them to be overlooked.
This doesn’t mean boasting, but rather making sure that your work is recognized and tied to the company’s broader objectives. When discussing your achievements, frame them in terms of how they contribute to your team and company’s success.
Avoid minimizing language—be clear and direct. For example, say, “I led this project that resulted in a 15% increase in sales,” rather than “The team and I worked on this project, and we were able to achieve a small sales bump.”
Set goals and keep learning
Career growth needs both clarity and ongoing learning. Women who succeed often know what they want, both personally and professionally, and are eager to keep growing.
Set clear goals
Be clear about your short-term and long-term goals. Do you want a promotion? Are you aiming to expand your expertise in a particular area? Write down your goals and develop a plan to reach them.
Take on “stretch” assignments that challenge you and expand your skill set. Pushing yourself beyond your comfort zone can build confidence while also increasing your visibility and value to the organization.
Never stop learning
Staying competitive means committing to lifelong learning. Whether you pursue certifications, attend workshops, or just stay up to date on industry trends, expanding your knowledge builds competence and confidence.
The workplace is always evolving, and continuous upskilling is key to staying ahead.
Negotiate for what you deserve
Even when women negotiate for salaries or promotions, they often get less favourable results than men. Over time, this gap adds up, leading to major financial and professional impacts.
Ask for what you want
The first step in effective negotiation is simply asking. Whether it’s a raise, a promotion, or more flexible work arrangements, being clear about what you want is essential.
Frame your requests in terms of your contributions to the organization. For example, “In the last year, I’ve taken on significant new responsibilities, which have contributed [$X, or in Y ways] to our company’s growth. I’d like to discuss adjusting my compensation to reflect these contributions.”
Change employers if necessary
Many women feel a strong sense of loyalty and responsibility to their employer and their team. But often, the best way to get a raise or advance to a senior role is by changing companies. If your current employer doesn’t recognize your worth or refuses to invest in your growth, don’t be afraid to look for opportunities elsewhere.
Build a personal brand
In today’s digital world, you probably have a personal brand, whether you created it on purpose or not. Your reputation precedes you, so make sure that the impression you give matches your professional goals.
By taking charge of your online and in-person presence, you can control the story of who you are as a professional. This includes being mindful of your social media presence, which many employers use to evaluate candidates and current employees.
Be real
Personal branding isn’t about creating a false image—it’s about highlighting your strengths and the value you bring to the table. Authenticity builds trust. Your brand should reflect your true strengths and goals.
Differentiate yourself
What are your best qualities? What unique perspectives or skills do you offer?
Find your niche and focus on excelling in that area. When your personal brand aligns with your actual competencies, you earn the respect and trust of your colleagues and superiors.
Network authentically
Networking is an effective and necessary component of career building—but the process can often feel forced or uncomfortable. Studies show that strategic networking can backfire for women, causing people to perceive them negatively. So how can you build a network that works?
Use third-party ties
One strategy that has been shown to work well for women is using third-party advocacy. That means having others speak positively about your work and vouch for your contributions. Ask colleagues, both male and female, to highlight your work in team meetings or provide positive feedback to their contacts.
Build genuine connections
Networking doesn’t have to be self-serving or transactional. Surround yourself with people you genuinely enjoy and respect. Authentic relationships are far more powerful and often lead to meaningful opportunities down the road. When you prioritize people over business, you create a network of supporters who will be on your side long after you’ve moved on from a job.
Find advocates for your growth
Mentorship and sponsorship are both key elements in advancing your career. One way to think of the difference is that mentorship is people talking to you, while sponsorship is people talking about you.
A recent report found that a major factor in women’s success in senior leadership roles was having effective sponsors and mentors who helped them make connections for advancement.
Find a mentor—and be a mentor
A mentor is someone who will share knowledge, providing advice, support, and coaching. Seek advice from those with more experience, and consider acting as a mentor to those coming up behind you. This creates a supportive environment where help and support are passed along to others.
Seek sponsorship
A mentor provides guidance, but a sponsor actively advocates for your advancement. Sponsors are typically senior leaders who can open doors, make introductions, and speak on your behalf when promotion opportunities arise. Actively seek out sponsors, as well as mentors, to accelerate your career growth.
The next step is yours to take
By believing in your abilities, owning your accomplishments, setting clear goals, building authentic relationships, and seeking advocates, you can break through barriers to advancing your career.
Your voice, your achievements, and your leadership matter. Increasing the number of women in leadership roles is essential to creating the necessary momentum for change—a critical mass of highly visible women leaders is the key to shifting old stereotypes and inspiring more women to become leaders in the future.