Women leaders face persistent barriers that contribute to their growing pessimism, as highlighted in McKinsey's "Women in the Workplace 2024" report. Despite equal ambition, the playing field remains uneven, with several key issues affecting women in leadership roles:

- Lack of Managerial Support: Half of women report not receiving the necessary guidance from their managers to navigate challenges and progress in their careers. Support from managers directly links to career advancement opportunities.

- Ageism Challenges: Women encounter age-related biases, with half of women under 30 facing comments related to their age that hinder their promotional prospects. Ageism presents a significant hurdle for women at various career stages.

- Persistent Microaggressions: Women experience subtle forms of exclusion more frequently than men, impacting their sense of belonging, voice, risk-taking, and authentic expression. These behaviors limit women's contributions and organizational success.

The prevailing pessimism among women leaders is justified, reflecting the enduring obstacles they face. For women of color, these challenges can appear even more daunting.

The question isn't why women leaders are pessimistic.

THE QUESTION IS: what are we doing as organizations to change the system that justifies their pessimism?

BETTER YET: How can you, as a women leader, personally eliminate the internal blocks to our success despite the external challenges?

WHAT CHALLENGES DO YOU SEE WOMEN FACE AS LEADERS TODAY?

WHAT ARE YOU DOING TO DEAL WITH YOUR OWN CHALLENGES -- EXTERNAL OR THE INTERNAL?