by Simon Bell
Here’s the problem: organizations are discovering that gender diversity in leadership isn’t just a matter of fairness – it’s a powerful driver of innovation, performance and long-term success. That’s if they didn’t already know. And yet, despite continuing efforts, women remain underrepresented in senior roles.
We’re well past arguing about talent or ambition. But structural barriers, unconscious bias and a lack of support continue to stand between many women and the C-suite. That’s where executive coaching can make a real difference.
Whether you’re a manager looking to grow your own leadership potential or you’re passionate about creating a more inclusive culture, executive coaching offers practical tools for transformation. This article explores how executive coaching contributes to gender diversity – and how you can be part of the change.
Why Gender Diversity in Leadership Matters
The business case for gender diversity is clear. Organizations with more women in leadership positions consistently outperform their peers. According to McKinsey’s report ‘Diversity wins: How inclusion matters,’ companies in the top quartile for gender diversity on executive teams are 25 percent more likely to experience above-average profitability than those in the bottom quartile.
So why does this gap persist?
Despite the clear advantages, many workplaces still struggle to achieve true equity. Women are often overlooked for stretch assignments, experience impostor syndrome, or face invisible barriers to advancement. Others step off the leadership track due to a lack of mentorship, work-life balance issues, or lack of organizational support.
If you’re a manager, you may recognize some of these patterns – whether from your own experience or among your colleagues. Addressing them requires more than a policy change. It requires personalized development, strategic support and a cultural shift. That’s where executive coaching comes in.
What Is Executive Coaching?
Executive coaching is a structured, one-on-one professional development process designed to help leaders unlock their potential. Think of it as a confidential, high-impact partnership between a coach and an individual focused on achieving measurable leadership goals.
Unlike mentoring, which is often based on shared experience and advice, coaching is about helping people find their own answers. Coaches ask powerful questions, provide honest feedback, and help clients build self-awareness and accountability.
For managers, this process can:
- Enhance leadership presence
- Improve decision-making and communication
- Increase confidence and resilience.
And when done right, coaching doesn’t just benefit individuals – it helps shift the culture toward more inclusive and equitable leadership.
How Executive Coaching Promotes Gender Diversity
Executive coaching can be a game-changer in supporting women – and all underrepresented groups – on the path to leadership. Here’s how.
First, it builds confidence and helps to overcome internal barriers. Many high-potential women experience impostor syndrome, self-doubt or difficulty asserting themselves in high-stakes environments. Coaching helps reframe limiting beliefs, reinforce strengths, and develop a confident leadership identity.
Second, it helps in dealing with unconscious bias and workplace politics. Coaches provide a safe space to talk through challenges like microaggressions, tokenism, or being the “only one” in the room. They help coachees develop strategies to stay visible, advocate for themselves, and influence key stakeholders.
Third, coaching creates leadership pathways. It helps coachees sharpen their strategic thinking, expand their networks and prepare for bigger roles. It’s not just about getting to the next job – it’s about owning the room when you get there.
Fourth, and last, coaching isn’t just for women. Male leaders also benefit from executive coaching that focuses on inclusive leadership – learning how to challenge bias, sponsor underrepresented talent and create psychological safety.
When everyone at the leadership table is engaged in growth and equity, organizations thrive.
Real-World Impact: Stories That Inspire
Across industries, the data supports coaching’s role in building diverse leadership pipelines. Organizations with strong coaching cultures report higher employee engagement, stronger leadership bench strength, and better retention.
Take, for example, energy tech firm Baker Hughes. They launched an inclusive coaching program called CULTIVATE aimed at women managers. As a result, they were recognized by Forbes magazine as one of the world’s leading employers of women. That’s a pretty good rep to have.
Similarly, insurance giant Lloyd’s of London launched its Advance program in 2020 to support women’s career progression. According to Mark Lomas, Lloyd’s head of culture, all participants from the 2021 cohort achieved a “role improvement,” such as taking on projects beyond their usual responsibilities or receiving promotions, within two years of completing the program.
These results aren’t anomalies. They’re a testament to what happens when we invest in people – not just processes. And word gets round. In 2023 the World Economic Forum found that 79 percent of private-sector companies have implemented diversity, equity and inclusion (DEI) programs that focus on women.
How You Can Get Started as a Manager
So, let’s say you’re a manager with an interest in driving gender diversity – whether for yourself, in your team or in your wider organization.
- Reflect on your own growth. Are there skills you want to sharpen? Are you looking for a confidential space to explore your leadership style, goals, or challenges? Executive coaching could be your next step.
- Explore coaching resources. Many organizations offer coaching internally or through external providers. Talk to your HR or learning and development team about available programs. Mindtools offers a range of coaching and leadership development resources to guide your journey.
- Advocate for coaching access. If you lead a team, consider how coaching could support emerging leaders – especially those from underrepresented backgrounds. Champion inclusive talent development and push for equity in access to opportunities.
You don’t need to have all the answers to lead inclusively. You just need to be willing to grow.
Opening Doors
Gender diversity in leadership isn’t just good for business – it’s essential for building organizations that reflect and serve the world around us.
Executive coaching offers a powerful, personalized way to break through barriers, foster confidence, and cultivate the next generation of leaders. Whether you’re seeking to grow your own impact or champion equity across your team, coaching helps you do it with intention and skill.
So – how will you use your influence?
If you’re ready to explore coaching, the Mindtools Content Hub contains a series of resources focusing on women in leadership. Take a look today for practical resources, self-assessments, and tools to help you thrive as an inclusive, effective leader.
