By Dr Monika Nangia, Academic Registrar and Director of Student & Academic Services at Durham University.
In a world increasingly aware of the value of diversity, the role of women in leadership is more critical – and undervalued – than ever. Despite encouraging strides, women, particularly women of colour, continue to face systemic barriers to advancement. This is a story of resilience, inequity, and hope.
The conversation around diversity and inclusion is urgent, and storytelling has emerged as one of the most potent tools to address these challenges. It connects us on a human level, fosters empathy, and confronts biases. At its best, storytelling is transformational.
In my career, I have witnessed the transformative power of storytelling in ushering in meaningful change. The stories we carry as women – of resilience, determination, and overcoming barriers – are far more powerful than any statistic or corporate policy. These personal narratives, shared boldly, have the potential to inspire, to challenge, and to reshape how we think about leadership.
Why We Need Women in Leadership
The benefits of gender-diverse leadership are unequivocal. According to Deloitte’s Global Human Capital Trends, organisations with inclusive cultures achieve 2.3 times higher cash flow per employee, 1.4 times more revenue, and are 120% more capable of meeting financial targets. Diverse boards, particularly those with greater gender and ethnic representation, also demonstrate better resilience and crisis management – evident during the COVID-19 pandemic.
But beyond numbers lies the human impact. Women leaders bring ‘cognitive diversity’, which accelerates learning and performance in complex and uncertain situations. Their leadership fosters a sense of belonging, improves employee engagement, and reduces turnover.
Yet, despite the clear advantages, women remain underrepresented at every level of leadership.
The “Broken Rung” and Barriers to Progress
The journey to leadership for women is fraught with challenges. The ‘broken rung’ effect—where women are less likely than men to be hired or promoted into entry-level managerial roles – creates a bottleneck that compounds over time. For every 100 men promoted to manager, only 81 women make the same leap, with even fewer opportunities for women of colour.
Racial inequalities exacerbate this gap. McKinsey’s 2020 report highlights that women of colour face the steepest drop-off in career advancement at the transition from middle to senior management. Cultural expectations and resistance to authority further hinder their progress.
These systemic inequities are reflected starkly in higher education. According to the HEPI Report 2020, Mind the Gap: Gender differences in HE, while women now constitute 55% of university staff in the UK, they occupy only 29% of vice-chancellor roles. Among professors, women account for 29.7%, but Black women make up less than 1%.
The Power of Storytelling
Stories have a unique ability to amplify voices, challenge biases, and inspire inclusivity. Neuroscience tells us that engaging narratives release oxytocin in the brain, promoting empathy and altruistic behaviour. More than data or policy, storytelling humanises diverse experiences and catalyses change.
I’ve seen firsthand how storytelling transforms workplaces. Women leaders who share their personal journeys of resilience and ambition inspire others to envision new possibilities. Their stories break down preconceived notions, fostering an inclusive mindset that leads to behavioural change.
One colleague who spoke candidly about her experience being the only woman of colour in a senior leadership team. She described how, despite excelling in her role, her authority was often questioned, and she had to work twice as hard to gain the same respect as her peers.
Her story resonated deeply, not just because of the challenges she faced, but because of the hope and strength she embodied. By sharing her experience, she is creating a ripple effect – encouraging others to speak up, address inequities, and push for change.
Storytelling is also about accountability. In fact, it is far more important to confront the untold stories, the contributions of women whose voices have been silenced or overlooked. This is especially true for women of colour, whose experiences often fall at the intersection of gender and race-based inequities.
Mending the ‘Broken Rung’
A combination of stories like hers, with corresponding datasets as evidence, expose the structural barriers that continue to hold women back. The ‘broken rung’ is a vivid example of this.
Another story that sticks with me is from a woman in higher education, who spoke about being overlooked for a leadership role despite being the most qualified candidate. She later discovered that her ambition had been perceived as ‘sharp-elbowed’ and intimidating – a stark contrast to how her male counterparts were described.
Hearing her story compelled me to reflect on how ambition in women is often misinterpreted, reinforcing stereotypes that undermine their credibility. At a recent workshop, a senior leader shared her journey of overcoming immense personal and professional obstacles to lead a major organisational transformation. Her authenticity and vulnerability moved the room, sparking conversations about resilience, leadership, and the need for systemic change.
Building a Legacy of Inclusive Leadership
The path to inclusive leadership requires intentionality. It means addressing both visible and invisible barriers, from hiring practices to cultural attitudes. The stories we share today will shape the leadership landscape of tomorrow. As women, we have the opportunity – and the responsibility – to use our narratives to drive change.
Organisations with diverse leadership teams outperform their peers not just financially but also in innovation and problem-solving. The evidence is clear: diversity is not just a moral imperative – it is a strategic advantage. But the true value of diversity goes beyond metrics. It’s about creating workplaces where everyone feels they belong, where their contributions are valued, and where they can thrive.