The gender gap in leadership is a persistent issue in the UK, with recent research showing that women, particularly in senior leadership roles, are still underrepresented. While motherhood is often cited as a barrier to women's advancement, new research highlights that the divergence in men’s and women’s career trajectories begins long before this life stage. A key factor that has emerged in the discussion about this gap is the absence of mentorship.

The Leadership Gender Gap in the UK

According to LinkedIn data, the percentage of women hired into leadership roles in the UK dropped from 37.8% in 2022 to 37.1% in 2024. This decline is part of a broader trend across Europe, where countries such as France and Germany have also experienced reductions in female leadership representation.

While many may assume that the gap emerges when women leave the workforce to have children, analysis from LinkedIn found that the first significant divergence between male and female career paths happens much earlier, at the pre-manager level. This is where fewer women are promoted into senior “individual contributor roles”, and the lack of progression has ripple effects through to senior and executive roles later in their careers.

Mentorship: A Critical Tool for Closing the Gap

Mentorship plays an essential role in helping women navigate the complexities of career progression. It provides not just career guidance but also helps build confidence, develop skills, and offer networks that women can leverage to access leadership opportunities. Sue Duke, VP of global public policy at LinkedIn reported that one of the key barriers to women's career progression is the lack of mentorship and sponsorship programmes that directly support women in their early careers.

“Black women face additional barriers to leadership, and we are committed to creating spaces where they can thrive through support, mentorship, and empowerment.”

Mentorship is particularly important at the pre-manager level. Women who receive structured support during this phase are more likely to pursue leadership roles and less likely to experience the significant career divergence seen between men and women.

What Employers Can Do to Address the Gap

Employers in the UK can take actionable steps to reduce the leadership gap by incorporating targeted mentorship and sponsorship programmes designed to support women at the pre-manager and middle-management levels. Mentorship isn’t a luxury—it is a critical tool for retaining talent and ensuring women are given the tools they need to progress through the ranks.

To address this issue effectively, organisations should:

• Develop structured mentorship programmes aimed at supporting women early in their careers.
• Ensure mentorship programmes include Black and minoritised women, who often face compounded barriers to leadership roles.
• Implement unconscious bias training and review hiring and promotion practices to ensure equal opportunities for all.

Mentorship programmes, combined with policies that foster gender equity and inclusion, can significantly increase the number of women in leadership roles and close the gender gap.

Supporting Women Leaders Through the Network for Black Women Leaders

At Women’s Resource Centre, we believe that addressing the leadership gap requires not just conversation but action. Our Feminist Leadership Training programme is one of our most oversubscribed courses, providing women with practical and analytical skills in leadership. Our Network for Black Women Leaders (NBWL) offers mentoring, leadership development, and career advancement opportunities for Black women.

Structured mentorship programmes like NBWL ensure that women of all backgrounds, particularly those from minoritised communities, can rise through the leadership ranks.

Mentorship as a Pathway to Leadership

The persistent underrepresentation of women in senior leadership roles in the UK is a multifaceted issue, but mentorship is a vital tool that can help break down barriers and enable women to thrive in leadership positions. Employers must recognise that investing in mentorship programmes not only empowers women but also drives better business outcomes. By nurturing women at the pre-manager level, we can create a more diverse and inclusive leadership landscape in the UK.

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