by Nycole Walsh
In the corporate world, access to the right networks can make or break a career. Whether it’s mentorship opportunities, leadership development programs, or just plain old facetime with senior executives, professional networks play a pivotal role in shaping career trajectories.
And yet, too often, these spaces are dominated by men, leaving women on the sidelines.
As part of our Women’s History Month series, we’re diving into the role companies play in ensuring that everyone, regardless of gender or background, has a seat at the table. Let’s explore how organizations can create more inclusive networks and bridge the gaps that persist in professional advancement.
The power of (and problem with) networks
Networking is one of the most valuable tools for career growth. Kickstand’s Balancing the Boardroom study found that over a quarter (27%) of women in leadership roles see speaking engagements as essential to their career success. Yet, despite recognizing the importance of these opportunities, women were a whopping 208% more likely to say their employer doesn’t support their efforts to apply for speaking engagements.
In addition to a lack of access to traditional career-building events, women are struggling to gain entry to professional social engagements. Informal gatherings like company happy hours or casual outings can be incredibly impactful for professional growth. However:
- Women were 62% more likely than men to report a complete absence of social opportunities with senior leadership.
- 41% of women confessed that when social opportunities occur, they take place in alienating or inaccessible settings.
- 21% reported that no social opportunities like these exist at all at their company.
Conversely, men were 13% more likely than women to report spending time socially with senior leadership within the last 3 months.
The social divide remains a harsh reality, with many women feeling excluded from informal but influential spaces like golf outings and after-hours gatherings with executives. That means it’s well past time to rethink how your company facilitates professional connections.
What can companies do?
So, how can organizations break down these barriers to create more equitable networking opportunities? Here are three key strategies to try out:
1. Make networking intentional and structured.
Leaving networking to chance means reinforcing existing (and outdated) power dynamics. Instead, companies should take a structured approach. Consider implementing formal mentorship and sponsorship programs that pair senior leaders with high-potential employees across diverse backgrounds. Or host networking events at accessible times and locations, ensuring that participation isn’t limited by caregiving responsibilities or social norms that exclude certain groups.
2. Elevate women’s voices in leadership circles.
Representation in leadership conversations matters! A lot! But women continue to be underrepresented on conference stages, executive panels, and decision-making committees. We can combat this in a number of ways. Consider setting diversity benchmarks for speaking engagements and leadership development initiatives. Or actively sponsor women for leadership roles, rather than just mentoring them – because sponsorship involves advocacy, not just advice.
No matter your approach, your company should provide resources and encouragement for female employees to apply for public speaking opportunities. Help them establish themselves as industry thought leaders instead of holding them back.
3. Create accountability for inclusive leadership.
Changing company culture and pushing against corporate norms requires more than just good intentions. Organizations must embed inclusivity into their performance metrics and leadership expectations.
You can accomplish this by conducting regular audits to measure who has access to networking and mentorship opportunities, and who doesn’t. You can also encourage cross-functional networking, where employees from different backgrounds and levels of seniority can collaborate and build relationships.
What this all boils down to is holding senior leaders accountable for fostering inclusive professional relationships – not just within their direct teams, but across the entire business.
The bottom line: inclusive networks benefit everyone
When companies take proactive steps to ensure that professional networks are accessible to all, the impact stretches far beyond individual careers; organizations with more diverse leadership teams benefit from stronger decision-making, higher employee engagement, and even improved business performance.
And women are already putting in the effort: 50% are currently seeking career coaching, 45% are engaging in continuing education, and 31% are actively building their personal brands. But without systemic support, these efforts can only go so far.
It’s time for companies to meet them halfway and create a corporate culture where networking isn’t about who you know, but what you bring to the table.
For a deeper dive into the structural barriers holding women back and the solutions that can drive real change, check out our full Balancing the Boardroom study.
