In a world where AI can predict your coffee order but organizations still struggle to fill leadership roles, the latest data reveals a glaring oversight: women are the largest untapped talent pool in the workforce. While women make up nearly half of the employed population, their representation drops significantly as they climb the ladder, with only 10.4% occupying Fortune 500 CEO roles. It seems that while our tech has evolved at warp speed, the “broken rung” on the corporate ladder is still waiting for a software update to fix the persistent barriers to advancement.

The good news for those who prefer a relaxing and convenient path to organizational success is that the solution lies in collaboration and intentional development. SHRM research highlights that 86% of leaders are more likely to stay at their organization when offered formal development opportunities. Furthermore, women-focused executive sponsorship (WFES) programs are proving to be a game-changer, with over 90% of participants reporting these connections helped them build the critical skills needed to progress.

Ultimately, strengthening your leadership pipeline is about more than just checking boxes; it’s about maximizing human potential in a tightening labor market. Organizations that prioritize internal mobility and lateral career transfers see a 60% increase in employee desire to stay, proving that a little agility goes a long way. By embracing these data-driven strategies, you can turn a talent shortage into a competitive advantage without even breaking a sweat.

Take the Lead with Data 📈

Ready to bridge the gap in your organization? For a deep dive into the specific barriers and actionable recommendations for 2025, check out the SHRM Executive Summary: Women in Leadership. Discover how to build early identification pipelines and foster the collaboration needed to turn the largest untapped talent pool into your strongest leadership asset.