What 68% of Women Want
- Brainz Magazine
- Mar 4
- 3 min read
Updated: Mar 5
Since 2016, Jacqueline has been dedicated to empowering and inspiring future female leaders, sharing her tips and strategies through Elevate, a global virtual programme from which over 9000 women have graduated. She is the host of the Finding Your EPIC podcast and the author of the Finding Your EPIC book, published in 2024.
Around 30 years ago, I watched a sketch on The Fast Show that stuck with me. It featured a workplace meeting where a woman shares an idea, only for her colleagues to ignore her. Moments later, a man repeats the same suggestion, and the room erupts with praise. It was a comedic yet sharp critique of gender dynamics in the workplace.
Fast forward to today, and the question arises: Has anything changed? Recent research suggests the problem remains stubbornly persistent.
In a survey conducted by Elevate, 68% of women in mid-career said their wish for greater workplace influence wasn’t about senior leadership but rather their colleagues. This underscores a key issue: Women in middle management often feel their contributions are undervalued, not just by leadership but by peers as well.
And it’s not just a middle-management issue. A McKinsey & LeanIn report from 2022 highlights that women at all leadership levels frequently feel underestimated. Catalyst’s research reinforces this, finding that women are more likely to be interrupted or overlooked in meetings than their male counterparts.
Even at the highest levels of leadership, where experience and expertise should command respect, the same patterns persist. Professor Susan Vinnicombe from Cranfield University points to “male-dominated executive environments” as a barrier, describing the C-suite as often “hostile” and “macho.” Meanwhile, her colleague Dr Tessaro identifies the mid-career stage as a crucial pinch point, where women are most vulnerable to falling off their career trajectories due to systemic bias and assumptions about their ambitions.
Unconscious bias training: Progress or plateau?
Despite years of unconscious bias training, meaningful progress has been slow, suggesting the need for a more strategic and action-oriented approach. Elevate’s findings indicate that we must move beyond raising awareness and focus on embedding systemic changes.
The wish for influence voiced by 68% of women is a call to listen, amplify, and respect women’s voices across all levels of an organisation.
Three ways to take the reins and drive change
While systemic barriers remain, there are steps anyone can take to build influence and foster a culture of inclusion. Crucially, this isn’t about going it alone – collaboration and allyship are key.
1. Amplify voices collectively
Borrowing a tactic from women in the Obama White House, amplify your colleagues’ ideas and ensure credit is properly given. This involves repeating and emphasising key points, ensuring contributions are acknowledged.
2. Listen to create win-win solutions
Influence often comes from understanding others’ perspectives. Listen carefully to your colleagues’ goals and challenges, and position your ideas in a way that aligns with their interests. When people see how your solutions benefit them, they’re more likely to support you.
3. Enlist supporters
Don’t hesitate to ask for help. Whether it’s seeking advocacy from male colleagues or enlisting women peers to create a united front, building a coalition can help challenge bias and drive cultural change.
A shared responsibility
Creating meaningful change requires a collective commitment to breaking old habits and assumptions. By listening, collaborating, and amplifying each other’s voices, we can shift workplace cultures to value contributions equally – ensuring that no voice is ever ignored again.
Let’s give everyone the gift of being heard. It’s time to make influence an everyday reality.
Find out how in my international bestseller Finding Your EPIC®
Read more from Jacqueline Frost
Jacqueline Frost, CEO & Founder at Elevate Talent
Jacqueline is a recognized leader in female executive development and mentoring. While her background includes a significant tenure in investment banking, her passion lies in empowering women to excel in leadership roles. She started her mentoring journey in 2009, sharing invaluable strategies for navigating high-pressure environments. Realizing the transformative effect of these lessons, she founded Elevate in 2016. This global virtual leadership program has equipped over 9,000 women from 50 countries with the skills to lead and influence in diverse industries. Her vision is to make leadership development accessible to women worldwide.
