7 Strategies For Women To Break Into The C-Suite

Even though women make up nearly half the workforce, they remain vastly underrepresented in C-suite leadership positions. According to a 2023 report, only 28% of C-suite positions are held by women and just 6% by women of color. That’s why we need more strategies for women to break into the c-suite.

It’s not that women aren’t ready or capable. It’s that systems and structures have long kept them out of the top ranks.

The good news? There are clear, evidence-based strategies women can employ to land a seat at the executive table.

While mentorship is critical for development, sponsorship is what propels women into leadership. A sponsor is a senior leader who actively advocates for your promotion and advancement. 

A 2019 study by the Center for Talent Innovation found that sponsors are vital to breaking into the C-suite. Especially for women, who are often over-mentored and under-sponsored. To shift that, seek out leaders who are willing to use their influence on your behalf.

Many women believe their work should speak for itself. However, research published in the Harvard Business Review shows that men are more likely to communicate their aspirations to move up, while women tend to wait until they’re “ready.” 

Speak openly about your leadership goals. Let your managers and peers know you’re aiming for the top and ask for the stretch assignments that will get you there.

C-suite leaders are often selected for their ability to see across departments. A report found that future CEOs typically have experience across multiple functions, such as operations, marketing, and finance. If your experience is siloed, look for opportunities to lead cross-functional projects or take lateral moves that help you gain cross-departmental experience.

Your network is your power. Women who break into the C-suite often cultivate intentional relationships across levels and industries. A study from Northwestern University found that women with both wide-ranging professional networks and an inner circle of women peers were 2.5 times more likely to land a high-ranking job. 

Don’t just “network.” Build alliances with other women, seek support groups, and invest time in relationships with key decision-makers.

C-suite roles require confidence, decisiveness, and the ability to operate under scrutiny. Yet women are often socialized to avoid risk and stay behind the scenes. 

To counter this, practice public speaking, volunteer for high-stakes assignments, and find ways to demonstrate executive presence. Visibility builds credibility. And credibility paves the way to influence.

According to a study by Carnegie Mellon, women negotiate less frequently than men, and when they do, they often ask for less. C-suite hopefuls must learn to negotiate for roles, salaries, resources, and responsibilities with clarity and confidence. 

Preparation is key: understand your value, do your research, and make your ask. Executive leadership requires the ability to advocate for yourself as well as others.

Representation matters. Seeing women at the top helps others envision themselves there. But it also works the other way: when you take steps toward the C-suite, you become a model for those behind you. 

As former PepsiCo CEO Indra Nooyi put it, ““Accept, and seek out, people telling truths to power.” Leadership isn’t just about climbing the ladder. It’s about creating space for others to rise with you. 

Every woman who steps into the C-suite helps reshape what leadership looks like and opens doors for the next generation.