Women's access to institutionalized networking spaces

The saying “It’s not what you know, but who you know” still holds true for career progression, but for women, building those all-important connections comes with extra hurdles. Research published in the Academy of Management Journal, highlighted by Harvard Business Review, shows that women face greater barriers than men when it comes to forming high-status networks. One striking finding? Women are 40% less likely than men to form strong ties with senior leaders after face-to-face interactions. Traits like assertiveness and confidence—often linked with leadership—are judged through a traditional gendered lens, which means women's and other marginalised genders contributions can be overlooked. So, what’s the solution? Women can leverage third-party introductions, which often carry implicit endorsement and help sidestep these biases. In fact, the research shows women are more likely than men to succeed in building high-status networks through shared contacts. Organisations also need to step up by creating network sponsorship programmes, where leaders don’t just mentor women—they actively advocate for them, opening doors and making introductions that help women advance. It’s time for organisations to rethink how they approach networking. By fostering more inclusive, proactive strategies, we can break down barriers and create a level playing field for women to build the connections that will drive their careers forward. Let’s turn "who you know" into an opportunity for everyone. #Networking #GenderEquity #ThreeBarriers

Women, Want to Network Like a CEO? Start by Rethinking the “Old Boys’ Club” Playbook Research from Kellogg shows that women gain the most in networking when they don’t just copy traditional male-dominated strategies. Instead, the best results come when women focus on strategic alliances with other women — but with a twist. This study is more than a “fix the women” story; it highlights systemic gaps in career networking that women can actively navigate and reshape. Here's the playbook for women that I recommend: 🔹 Go Beyond “Visibility”: Central networks matter for everyone, but women benefit most from building connections that share private insights essential for navigating biased structures. These insights, often from trusted women colleagues, can make all the difference in understanding workplace nuances, including the politics and protocols that are frequently unsaid. 🔹 Diversify Close Connections: Avoid echo chambers by connecting with well-networked women who bring unique perspectives from other workplaces, industries and sectors. This diversity amplifies exposure to insights outside of a narrow view, enabling women to approach career challenges with a broader, more strategic lens. 🔹 Invest in a Balanced Network: Successful businesswomen cultivate visibility and depth in their networks — relationships that provide access and specific, actionable guidance. Women can follow this approach by building wide-ranging connections and trusted relationships, offering invaluable, gender-specific career advice. 🔑 Leadership Call to Action 1. Support strategic networks that give women access to public and private information. 2. Host events that encourage diverse, meaningful, strategic mentorships and sponsorships. 3. Coach women to prioritise networking as a core career-building activity—strategically and persistently—because effective networks don’t just happen; they are cultivated with purpose. 4. Provide women with training on building and leveraging a strategic network, in person and online. Further Resources in first comment👇 #Networking #Mentorship #Diversity

Why do we still need women only networking forums in todays hyper-connected world? When Forbes India spoke to #LeadLikeHer founders, we talked about why women network differently and the unique challenges women's networks are addressing today. Here are some excerpts from my talk with Forbes India and the insightful article that brings focus on the grass root level work being done by communities like #LeadLikeher and many others. (View are my own). Women seek out social connections but we hesitate in pursuing a strategic networking roadmap. One of the underlying reasons is that we are wired to understate our achievements and we can be brutally self critical about our successes. The March 2024 article published in the Harvard Business Review titled "How Women Can Build High status Networks" (based on the research paper by Carla Rua-Gomez, Gianluca Carnabuci and Martin Goosesen), shines a light on challenges women face in building high status connections at the workplace and why it is easier for men to do so. The authors quote : "There is a pervasive, culturally encoded reliance on assertiveness and self confidence as proxies for competence in face-to-face interactions." They explain how traditionally masculine behaviors have become the yardstick for measuring potential and performance. These become natural barriers for women to thrive, who may demonstrate traits differently or may be penalized for displaying the more assertive behaviors. Women network differently because they have learnt to navigate these challenges and need different strategies then men to achieve their professional goals through networking. There is also extensive research that underlines the need for Sponsorship. Studies show that women benefit less from direct interactions with senior connections as compared to men. The World Economic Forum's Global Gender Gap report shows that access to sponsors is the one key barrier to advancing women in the corporate world. (https://lnkd.in/gx_B8rGY). "Mentors speak to you, and sponsors speak for you." Networking in the relevant forums can give women in the corporate world the platform to attract the right sponsors which may prove critical to their career success. Women on an entrepreneurial journey also have a lot to gain from professional networks. Women entrepreneurs are being tested every day as they look at growing their business, attracting investors or acquiring new clients. Network connections, particularly those operating in their target niche can provide access, opportunities and visibility to women founders. Whether you look at anecdotal experience or empirical research, we can conclude that the need for women-only networks continues to be strong. #womennetworks #leadlikeher #womenleaders #DEI #genderdiversity Garima Dhamija

Despite equal talent, women still face unequal access to networks, capital, and visibility. That’s why women-only spaces matter. I used to wonder why “women-only” events exist. After attending a few, here’s what I learned: 💜 People shared salary strategies and feedback candidly- no performance tax. ✔️ Mentors and sponsors formed quickly because the trust barrier was lower. 🙍♀️ Women practiced high‑stakes conversations without the double bind. Key takeaways: ✔️ Mixed rooms aren’t always neutral. Women still experience more interruptions and higher standards to prove competence, often with lower pay. When we provide these spaces, we create: 😊 Psychological safety → honest conversations, real problem‑solving, and tangible outcomes (open salary talk, tough‑conversation practice, real sponsors). 📞 Dense networks → mentorship, sponsorship, and role models at every level. Founders meet investors without the performance tax, and mentors can be direct about the playbook. Leaders: fund and legitimize them. Allies: support outcomes and referrals. Organizers: share takeaways so the whole org benefits. #supportwomen #mentorship #boss #leadership

✨ After years of working at the intersection of gender equality and decision-making, I’m more convinced than ever: networking isn’t a luxury — it’s a survival tool. Especially for women leading change in climate, sustainability, and governance. Whether you’re a policymaker, entrepreneur, researcher, or activist — here are powerful platforms, networks, and resources that support women who lead with purpose: 🟣 Wen (Women's Environmental Network) A UK-based network working for environmental and social justice through a feminist lens. Campaigns, community action, and policy work with women at the heart. 🟣 Women's Environment and Development Organization (WEDO) A global women’s advocacy network advancing gender equality, environmental justice, and sustainable development — especially in global climate negotiations. 🟣 Women Environmental Programme A platform that brings together feminist organizations engaging in climate justice — amplifying women’s voices in environmental decision-making. 🟣 OECD - OCDE Research and insights into how women lead, influence, and transform environmental policy across the globe. 🟣 UN Women Facts and figures on women in political and public life — why it matters, and how far we still have to go. 🟣 UNEP-WCMC A deep dive into global progress (and gaps) in women’s environmental leadership since the Beijing Platform for Action. 🟣 A Mighty Girl An accessible and powerful explainer on how climate change disproportionately affects women and girls — and what we can do about it. 🟣 ReliefWeb A practical overview for development professionals working on gender & climate. 🙌 If you’re working in this space — let’s connect. Let’s share, collaborate, and amplify each other’s work. Because gender-just climate leadership is not optional — it’s essential. #WomenInLeadership #GenderEquality #Sustainability #WEPs #Network