Business leadership is evolving fast. Organizations are expected to adapt quicker, think smarter and keep their best talent in an increasingly competitive world. Women play a pivotal role in this transformation. And yet, just as more doors have opened, many companies are rolling back the diversity, equity and inclusion (DEI) efforts that helped pave the way for women in leadership roles.
This creates a dual reality: on one hand, women leaders are proven assets who bring valuable insight to the table. At the same time, many women are navigating a changing environment with less support and more requirements for self-investment to thrive. As a women’s business coach, I believe strongly that progress needs to happen in both directions. Companies must prioritize developing and supporting women in leadership, and women executives and entrepreneurs must deliberately invest in their own growth, resilience and network.
The current landscape: DEI rollbacks and their impact
A departure from DEI commitments can have significant implications for women’s careers. A 2024 survey by Fairygodboss revealed that 79% of women believe DEI rollbacks harm advancement prospects. The majority expressed concern about setbacks in pay equity (89%), protections against bias (84%) and leadership opportunities (83%). More than half (52%) reported heightened anxiety about job security and future opportunities (HR Dive).
In response, many women are rethinking their careers: while some are staying in their roles for stability, others are pursuing entrepreneurship, freelancing or further education. Forbes reports that cuts to DEI are specifically pushing more Black women toward entrepreneurship, seeking control and autonomy over their careers (Forbes).
This shift highlights two truths. First, companies sidelining women leaders risk real business losses. Second, women can’t wait on organizations alone; they must invest in their own growth and leadership and as a female business coach, I often hear this as the biggest objection, “I can’t afford to,” or “I don’t have time for leadership development.” Ladies, you are only hurting yourself.
Why organizations benefit from women leaders
The case for women in leadership isn’t just one of morality — it’s proven and measurable. Companies with more women at the top consistently outperform those organizations without female leaders.
- Performance and profitability
A June 2025 Entrepreneur analysis reported that diverse leadership teams consistently drive stronger results, including innovation, profitability and employee engagement (Entrepreneur). Other studies confirm that women-led teams increase long-term strategy focus and client acquisition while reducing turnover costs.
- Leadership strengths
Women leaders often lean into empathetic leadership, measured risk-taking and community-driven strategies. These qualities enhance decision-making and resilience and directly correlate with improved workplace culture and customer alignment (Entrepreneur).
- Talent retention and reputation
Organizations that visibly invest in women leaders strengthen their employer brand. This commitment not only retains existing talent but also attracts high performers who value inclusive environments.
The message for companies of all sizes is clear: sidelining women leaders holds back innovation, growth and profitability.
Why women leaders must invest in themselves
While organizations must do their part, women leaders also hold real agency. Investing in personal and professional growth isn’t optional. It’s critical for long-term success.
- Building personal brand and visibility
- Visibility creates opportunity. One female entrepreneur grew her audience to 100,000 monthly visitors and $70,000 in revenue by focusing on personal branding and storytelling before launching her agency. Investing in her visibility unlocked clients and credibility she might not have found otherwise (Entrepreneur).
- Leading with empathy as a strategy
- Empathy is often dismissed as a “soft skill,” but it’s a real competitive advantage. I see this with so many women I work with, they are oftentimes leaning into someone they think they should be vs. their authentic self. Finding a female business coach who can help you leverage these skills is critical. Often, they’ve been in the trenches too and simply “get it.” In fact, the CEO of SalonIQ, in a recent article, shared how she used empathy to open doors for women in technical roles and make their contributions visible. Her approach reframed empathy as a powerful tool for driving inclusivity and innovation (Entrepreneur).
- Resilience and strategic pivots
- Success rarely follows a straight line. A March 2025 Entrepreneur feature highlighted how women leaders turned setbacks into stepping stones by aligning their goals with purpose, leaning on community and pivoting with intention (Entrepreneur).
Small businesses: driving meaningful change
It’s easy to assume that only big companies with dedicated DEI budgets can invest in women leaders. But small businesses without deep pockets can make a powerful impact.
- Culture of growth: Encouraging ongoing learning shows that investing in yourself matters.
- Mentorship and coaching: Whether formal or informal, mentorship helps women build confidence and skills.
- Flexible opportunities: Supporting work-life balance allows leaders to thrive.
- Leadership training: Even small investments in professional development can boost innovation and performance.
In small businesses, agility beats budget. It’s intentional action, not size, that drives meaningful change.
The dual responsibility
The path forward takes both company commitment and personal drive. Organizations that prioritize women experience stronger financial results, better decision-making, and healthier workplace cultures. At the same time, women leaders must invest in their growth, visibility and well-being to succeed in today’s fast-changing world.
This dual investment isn’t a luxury — it’s essential. Whether you lead a small team or a global company, the smartest move is clear: invest in women leaders, including yourself.