Why Are There Fewer Women CEOs? The Biological Clock and Strategies for Success

In the corporate world, the scarcity of women CEOs is a topic that draws attention, given the immense strides women have made in recent years across industries. There’s no doubt about women’s competence, innovation, and resilience. Yet, there are significant barriers that stand in the way of many women reaching the executive suite, one of which is often attributed to the “biological clock.”

While men and women are inherently equal in potential and capabilities, they face distinct challenges. By understanding and addressing these factors with strategic planning and supportive frameworks, both individuals and corporations can pave a more inclusive path forward.

The Reality of the Biological Clock

The biological clock for women refers to the natural, biological timing around fertility and family planning, typically coinciding with peak career years, usually between ages 30-40. For many women, this period involves career breaks or reduced hours to raise children, making it challenging to climb the corporate ladder at the same pace as their male counterparts.

However, framing the biological clock as a barrier rather than an opportunity can hinder women’s growth. Instead, we should focus on strategies that allow women to progress in their careers while embracing family life.

Beating the Biological Clock: An Early Start

The key to success, for many, is to start early. By encouraging women to dive into the startup or corporate world at a young age—say, during their college years—women can gain valuable experience that propels them forward. Here’s a potential roadmap:

1. Start Young: Between ages 20-25, explore different roles and gain foundational experience. Learn and take risks early on, testing different career paths and honing entrepreneurial skills.
2. Scale Up: From 25-30, focus on scaling your career or business. By the time women reach this stage, many are already prepared for higher-level roles, building visibility in their industry and creating a network of mentors and peers.
3. Transition to Leadership: Around 30, consider moving into advisory or board roles, allowing flexibility to balance career and family life. In these roles, women can focus on decision-making rather than the day-to-day grind, making space for personal growth alongside professional success.

This path, however, requires a level of societal and corporate support. Companies and governments play an essential role in creating the environment that allows for these strategies.

Corporate and Government Initiatives to Support Women

To foster an environment where both men and women can maximize their unique strengths, several changes can be encouraged:

Corporate Frameworks:

• Flexible Career Progression: Establish a structure that accommodates periodic breaks or part-time roles without penalizing career growth. Flexible policies allow women to step back temporarily without being sidelined permanently.
• Mentorship Programs: Pairing young women with seasoned mentors in leadership can guide them through crucial decisions and provide support through major life transitions.
• Performance-Based, Not Presence-Based, Evaluation: By focusing on results rather than hours clocked, companies can support women in staying engaged and valued during periods when they may need more flexibility.

Government Policies:

• Parental Leave for Both Parents: Shared parental leave policies help normalize caregiving responsibilities, allowing both men and women to engage equally at home and work.
• Return-to-Work Programs: Re-skilling and reintegration programs for women re-entering the workforce help bridge knowledge gaps and reestablish their confidence and competitiveness.
• Subsidized Childcare: Government-supported childcare solutions make it easier for women to balance career and family.

Changing the Narrative: Celebrating Diverse Strengths

The push for gender equality in the workplace doesn’t imply that men and women must be the same; rather, it’s about recognizing that men and women have different, complementary strengths. By leveraging these unique strengths, companies can create a workplace where diversity leads to greater innovation and resilience.

For example, as a society, we don’t expect fish to fly or birds to swim—each has its unique superpowers. Similarly, instead of trying to make women conform to traditional male career paths, we can empower women to chart their own path. Companies need to move beyond the idea of “equality” as sameness and embrace “equity” as celebrating distinct talents and providing the support needed for everyone to succeed.

Embrace the Stream: A New Way of Working

As the nursery rhyme says, "Row, row, row your boat gently down the stream." Life flows best when we go with the current rather than against it. By accepting that the biological clock is part of life, women can strategize and shape their careers around it, rather than fight it. The corporate world and society at large must make room for such perspectives, recognizing that fostering diversity means supporting each unique journey.

Empowering women to rise in leadership isn’t just a win for individuals; it’s a win for companies, communities, and society as a whole. Let's start embracing these diverse superpowers to build a future where leadership isn't determined by gender but by talent and tenacity.

As part of Career Kickstart Club , we're excited to introduce a new program dedicated to empowering women entrepreneurs to overcome unique challenges and excel in their careers. Our goal is to offer practical guidance, resources, and mentorship designed specifically for women navigating the complexities of business and leadership. I recently had a discussion with Business Insider to bring more visibility to this initiative, and I’d like to extend a big thank you to Shubhangi Goel for suggesting this crucial topic.

To make an even bigger impact, I'm inviting women who’ve walked this path to share their stories, insights, and challenges. Together, we can create broader awareness, inspire future leaders, and drive the change we want to see. If you’re passionate about sharing your experience or simply want to support this cause, join us in amplifying this message. Let’s work hand in hand to reshape the landscape for women in business.