Throughout my career, one pattern has stood out.
I’ve seen talented women step back from leadership opportunities, not because they lack the ability, ambition or potential, but because the environments around them weren’t built with them in mind. And for women facing additional barriers, including disabled women in STEM, these challenges can be even more pronounced.
We’ve made real progress in encouraging more women into science, engineering and technology. But progression into leadership still tells a different story.
Progress isn’t just about entry, it’s about what comes next
Across the sector, there’s growing recognition that representation at entry level is only part of the solution.
Too often, the focus is on opening doors, without asking what happens once women step through them.
Do they see leadership that reflects them?
Do they feel equipped, and supported, to lead?
Are the structures around them enabling progression, or quietly holding it back?
These aren’t questions of individual capability but rather organisation culture and a commitment from the top down to ensure talent is spotted and nurtured so that potential can be realised to the full.
And this matters, not just for individuals, but for organisations navigating skills shortages, retention challenges and the need to build diverse, future-ready leadership pipelines.
From awareness to action
There’s no shortage of awareness when it comes to the barriers women face in STEM.
What’s needed now is a shift towards meaningful action.
That means moving beyond recognising the problem exists to actively creating environments where women can build confidence, develop their leadership identity, and progress in ways that feel both authentic and impactful.
It also means recognising that leadership development is not a one-size-fits-all experience. The most effective approaches are those that acknowledge lived experience, create space for reflection, and connect individuals with others navigating similar challenges.
Building leadership that reflects the sector we want to see
At WISE, this is a focus of our work.
We partner with organisations and individuals to support meaningful, lasting change, not just in who enters STEM, but in who progresses and leads.
One way we’re doing this is through our Leadership Development Programme, designed specifically for women in STEM.
Over six months, participants are supported to reflect, develop and connect. They build confidence, gain practical tools for leadership that deliver tangible benefits to their organisation, and become part of a wider community of women navigating similar experiences across the sector.
Just as importantly, the programme creates space to explore leadership in a way that reflects real-world challenges, acknowledging the systems people are operating within, not just the skills they bring.
Creating the conditions for progress
If we’re serious about improving representation in STEM leadership, we need to look beyond pipelines and start focusing on progression.
That means creating the conditions where women are not only encouraged to step forward but are supported to succeed when they do.
It means building environments where leadership feels accessible, achievable and sustainable, for everyone.
Because when we remove barriers to progression, we don’t just support individuals. We strengthen teams, organisations and the sector as a whole.
Progress doesn’t happen by chance. It happens when we take action, together.
If you’re interested in being part of that change, you can find out more about the WISE Leadership Development Programme by visiting our website.