It’s International Women’s Day! And while we’re all for celebrating with Beyoncé-level confidence, there’s an elephant in the room that needs to be addressed here: the gender gap in leadership coaching. Research by BetterUp shows that while 22% of men are getting employer-sponsored coaching, only 16% of women get the same chance. That’s like giving Chandler and Joey unlimited pizza while Monica and Rachel get the crusts. Uncool, right?

The coaching readiness paradox—or how this makes no sense at all

‍Here’s where things get trickier: apparently men express less readiness and clarity about how they would utilize coaching, yet they disproportionately receive access to it. Meanwhile, creating an environment where everyone has equal opportunities to grow is essential for building strong and diverse leadership. It’s like Leslie Knope being denied waffles at JJ’s Diner. Unthinkable!

This situation highlights both a challenge and an opportunity for organizations seeking to promote diverse leadership. Given that women are well-prepared and motivated to make the most of coaching, closing this gap could significantly strengthen leadership development initiatives.

Why equal access matters: a lesson in breaking the glass (ceiling and cliff!)

‍Leadership coaching is more than just a valuable benefit; it serves as a powerful tool for navigating workplace challenges. It can help break through the "glass ceiling" and manage the challenges of the "glass cliff"—situations where women are often entrusted with leadership roles during particularly difficult times.

Research indicates that companies with strong diversity, equity, and inclusion programs tend to have a higher representation of women in leadership roles. Ensuring equal access to opportunities can benefit both women and organizations, making it a valuable business strategy.

Addressing the gap

‍To close this gap, organizations need to take targeted actions:

1. Democratize coaching access: Make sure coaching opportunities are equally available to everyone, regardless of gender. This includes re-evaluating eligibility criteria and actively promoting these programs to women.
2. Challenge biases: Leaders need to confront unconscious biases that view men as more deserving of coaching resources.
3. Create tailored programs: Women-focused leadership programs can help address the unique challenges women face. For instance, initiatives like the UK Sport’s Women Coaches Leadership Development Programme have proven effective in helping women advance into senior roles.
4. Measure impact: Companies should track participation rates and outcomes of coaching programs by gender to identify gaps and drive progress.

As we reflect on this year’s Women’s Day theme - embracing equity - it’s clear that equal access to leadership coaching is a vital part of the solution. By closing this gap, organizations can empower women leaders.

Let’s make 2025 the year we commit to bridging the gender gap in leadership coaching. When everyone gets a fair shot at success, we all move forward.

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