Female Founders Summit

The world has witnessed massive changes across industries. Technology is moving faster, trade opportunities have expanded, and companies now see clearer benefits from building inclusive workplaces. Despite these advancements, the number of women in leadership positions remains low compared to men.

A significant part of the problem stems from what experts call the “confidence gap.” This unseen barrier prevents many women from taking challenging roles, advocating for their ideas, or requesting promotions they rightly deserve. Addressing this gap is critical not only for fairness but also for business success.

Understanding Confidence—More Than Just Talent

Talent matters, but it often goes unnoticed when hidden behind self-doubt. In a world where visibility plays a large role, being quietly brilliant is not always enough.

Jack Nasher’s research revealed that people tend to notice and trust those who project strong self-assurance, even if their actual skills are comparable to others. A confident woman is more willing to pitch her project, face challenging negotiations, or propose bold ideas.

In fast-paced industries like tech startups or international trade, leaders who act decisively are seen as assets. Confidence, therefore, becomes not just a personal trait but a professional advantage that can drive business growth.

How Confidence Impacts Career Progression

The numbers paint a sobering picture. In 2004, only 19.4% of senior mid-market roles were held by women. Today, it has improved slightly to 33.5%, but true parity is still a long way off.

At the board level, women fill just 23.3% of seats worldwide, according to Deloitte. Without strong confidence to apply for high-level roles, women risk remaining underrepresented at the decision-making tables where real change happens.

Confident employees also excel in their day-to-day responsibilities. McKinsey’s 2023 study showed that women who expressed greater confidence were more likely to present key projects across regional offices. These opportunities led to wider networks, higher-value deals, and career milestones that their less confident peers missed out on.

In essence, self-confidence acts like a gateway to greater visibility, bigger challenges, and higher rewards.

The Influence of Culture on Confidence

Culture plays a hidden but powerful role in shaping how women view their potential. In many workplaces, leadership qualities are still unconsciously linked to traditional male behavior patterns: assertiveness, dominance, and directness.

Women who speak up boldly may be unfairly labeled as aggressive. Those who remain cautious risk being overlooked for promotions. This “double bind” creates internal conflicts that slowly erode confidence over time.

Moreover, informal mentoring opportunities often favor men. Conversations at golf courses, business dinners, or weekend retreats can exclude women, denying them crucial networks that provide guidance and encouragement.

Without visible role models or regular affirmation, many women start doubting their leadership readiness—even when their achievements speak for themselves.

The World Economic Forum warns that progress has stalled. More women now find themselves stuck in middle management while shouldering greater family responsibilities. Without structural interventions, the gap could widen further.

Why Greater Confidence Leads to Greater Opportunities

When women develop solid self-confidence, the ripple effects reach far beyond individual careers. Some of the key benefits include:

• Stronger Negotiation Skills: Confident women negotiate better salaries and funding because they present their worth with clarity and assertiveness.
• Faster Access to Mentorship and Sponsorship: Leaders are more likely to mentor those who demonstrate drive and determination.
• Team Trust and Loyalty: Teams naturally gravitate toward leaders who exude certainty, making it easier to build trust and inspire action.
• Enhanced Innovation: Confident leaders are more open to risk-taking, experimentation, and embracing novel ideas that fuel company growth.

Across industries, confident women are driving real transformation—from startups to multinational corporations.

Practical Ways to Strengthen Confidence

Clarify Your Achievements

Document personal wins regularly. Whether it’s launching a new project, exceeding sales goals, or leading a team to success, keeping track helps in building a solid foundation of professional identity.

During performance reviews or investor meetings, these concrete examples will become powerful tools to showcase leadership value.

Ask for Specific Feedback

General praise such as “You did great” provides little guidance for improvement. Asking questions like “What strategy helped you decide in favor of my project?” opens the door to actionable insights.

Specific feedback highlights strengths and pinpoints areas for fine-tuning, making career growth intentional rather than accidental.

Practice Your Leadership Pitch

Every professional should develop a brief, engaging narrative that sums up their work and ambitions. Practicing this regularly helps project clarity and authority, especially when meeting senior executives or speaking at conferences.

Rehearsing in front of a mirror or recording practice sessions makes public speaking feel more natural over time.

Build an Inner Circle of Advocates

Seek colleagues who recognize your potential and are willing to endorse you when opportunities arise. This network can include peers, mentors, former managers, or even clients.

Having others vouch for your abilities often opens doors that would remain closed otherwise.

The Role of Companies and Governments

Building women’s confidence is not a task women should tackle alone. Companies must create supportive ecosystems that encourage growth.

Some strategies include:

• Implementing transparent promotion criteria to eliminate hidden biases
• Offering leadership development programs tailored to women’s needs
• Ensuring paid parental leave to allow women to balance career and family without penalties
• Hosting sponsorship matchmaking programs to connect rising stars with senior executives

Governments also play a part. Countries like France and Norway have introduced board quotas to fast-track gender diversity. Meanwhile, government procurement policies that prioritize women-led businesses create larger opportunities for women to scale and lead.

Real-World Examples of Courage and Confidence

Rosalind G. Brewer stands as a remarkable example. Growing up in Arkansas where female corporate leaders were rare, she steadily built her career, moving from service jobs into executive roles. She credits perseverance and belief in herself as key to breaking through barriers.

In Asia, Ho Ching reshaped Singapore’s investment landscape through her leadership at Temasek Holdings. Her blend of technical skill, strategic vision, and unwavering confidence helped grow a modest national fund into a global powerhouse.

Their journeys may differ, but they share one truth: confidence fueled their rise to leadership, despite obstacles along the way.

The Strongest Message for the Future

When women believe fully in their capabilities, leadership becomes a natural step rather than a rare achievement. Businesses, societies, and future generations all benefit when barriers fall and opportunities expand.

Supporting women’s confidence is not merely a women’s issue. It is a collective investment in building better, stronger, and more inclusive workplaces around the globe.

The global market has transformed rapidly: technology shifts faster, trade borders have opened wider, and the benefits of inclusive cultures within companies have become clearer. Yet despite these changes, women remain underrepresented in leadership roles compared to their male counterparts. A significant factor behind this imbalance is the persistent “confidence gap,” which hinders many women from taking on challenging roles, pushing their ideas forward, and negotiating for well-deserved promotions. <div style=”border:1px solid #ccc; padding:1em; background:#f9f9f9; margin:1em 0;”> <strong>Quick Overview</strong><br/> <ul> <li>Grant Thornton estimates that only 33.5% of senior management roles in the global mid-market are held by women in 2024.</li> <li>According to McKinsey, one in five women say flexible work setups helped them stay employed, proving the importance of confidence and structural support in career growth.</li> <li>Research shows that strong self-confidence boosts the perception of competence and speeds up career advancement.</li> </ul> </div>

Understanding Confidence—More Than Just Talent

Talent alone is not enough if it hides behind hesitation. Jack Nasher’s study revealed that people notice those who exude strong self-assurance faster than those who quietly perform well. When a woman builds inner strength, she becomes more prepared to defend her projects, face clients, and seek funding—actions that directly impact business results.

This becomes even more critical in startups and export-driven companies, where speed and determination are highly valued among senior staff.

Impact of Confidence on Performance and Promotion

According to Grant Thornton, only 33.5% of mid-market senior management roles are occupied by women this year, a modest rise from 19.4% in 2004. Meanwhile, Deloitte reports that women hold just 23.3% of board seats globally.

When women step forward with confidence to apply for C-suite roles, the chances of improving representation grow—not as tokens, but as genuine decision-makers.

The benefits are also visible in daily operations. McKinsey’s 2023 Women in the Workplace study found that confident women were more likely to present projects across regional teams. As a result, they expanded their networks and built multi-market deals. The outcomes were impressive: faster revenue growth, stronger brand image, and better team morale across departments.

How Company Culture Shapes Confidence

Workplace culture plays a huge role in developing or stifling confidence. In some countries, a woman in leadership is still expected to be “reserved.” A quiet woman is seen as lacking drive; a bold woman, labeled too aggressive. This double standard is a well-known paradox that holds many back.

Additionally, women often have fewer informal mentoring opportunities. If they miss out on networking events or leadership circles, they lose valuable feedback loops that validate their direction.

The World Economic Forum has admitted that progress for women in leadership has slowed in recent years. Many women remain stuck in entry-level roles, burdened by increasing responsibilities at home.

Higher Confidence, Greater Opportunities

Confidence opens many doors in the workplace. Some of the direct advantages include:

• Stronger negotiation skills for funding and salary, because women who know their worth can articulate it clearly.
• Easier access to sponsors and mentors, both crucial for climbing the executive ladder.
• Improved team performance, as employees naturally trust leaders who carry themselves with conviction.
• Greater innovation, because confident leaders are more willing to experiment and embrace fresh ideas.

Building Confidence with Purpose

Clarifying Your Personal Brand

Start by writing down completed projects and measurable contributions. Having clear metrics on hand strengthens your case during appraisals or board presentations.

Seeking Focused Feedback

Instead of asking general questions like, “How’s my work?” aim for specific insights: “Which part of the proposal influenced your decision most?” Targeted feedback leads to actionable growth.

Practicing Self-Representation

Craft a two-minute story about your team and mission, then practice it until it feels natural. Repetition builds comfort, making it easier to represent yourself confidently in any setting.

Forming an Ally Circle

Find colleagues—regardless of gender—who consistently advocate for your contributions. Allies who mention your name when opportunities arise are valuable assets in professional growth.

What Companies and Governments Can Do

Confidence-building cannot be left to individuals alone. Organizations and governments play key roles in removing barriers. Some effective strategies include:

• Transparent hiring scorecards that focus on skills rather than hidden biases
• Clear policies on parental leave to support career continuity
• Regular matching programs that connect women with sponsors and mentors

Certain countries such as France and Norway have demonstrated how board quotas can accelerate leadership growth. Similarly, gender-responsive procurement policies help women-owned businesses secure major contracts, offering a larger stage to refine their leadership skills.

Stories That Inspire

Take Rosalind G. Brewer, former CEO of Walgreens Boots Alliance. Growing up in Arkansas with few female role models in corporate America, she worked her way from waitress to supply chain specialist to boardroom leader.

In Southeast Asia, Ho Ching of Singapore also stands out. She blended confidence and technical expertise to expand the Temasek Investment Fund into a global powerhouse.

Although their paths differ, they share a common thread: unwavering trust in their own abilities.

The Most Valuable Lesson

When women believe in their own capabilities, they stop being “exceptions” and start setting new standards. With strong structures in place to support them, representation grows, and businesses worldwide thrive by embracing a broader range of perspectives.