This International Women’s Day, we can’t help but think about women in recruitment. The recruitment industry in Australia, the UK and elsewhere is filled with success stories of women who have become accomplished leaders. Many women leaders have risen through the ranks from entry level within large recruitment agencies, whilst many others have developed a taste for entrepreneurship and struck out on their own, founding multimillion dollar businesses.

Yet women in recruitment face a persistent challenge when it comes to leadership. At executive and board level, female representation in the industry is persistently low. We believe there is much more scope to improve gender diversity at leadership level within the recruitment industry.

What the Data Says About Women in Recruitment

Multiple surveys confirm what many of us have observed anecdotally: women make up a large proportion of the recruitment workforce, but leadership roles are still disproportionately held by men.

One APSCo analysis found 30% of recruitment companies have fewer than 5% women in board positions, whilst another 32% of firms only have between 21-50%. These findings compare with broader surveys across multiple industries, which show similar trends of higher female representation at entry levels, but significant drop-offs at senior levels.

Workplace cultures and policies appear to be a major undercurrent (if not a direct influence) in these statistics. Women working in recruitment said their careers were negatively impacted by family and caring responsibilities (66%), lack of confidence (40%) and an ‘old boy’ workplace cultures (41%), APSCo found. Meanwhile, just 31% of companies reported they have initiatives in place to specifically retain women. To say that ‘more can be done’ is something of an understatement!

These data points highlight two issues: that recruitment businesses need to be doing more to address the gender gap at leadership level, and that women can take aim at the glass ceiling with strategic career development.

How Organisations Can Develop Women in Leadership

The theme of International Women’s Day 2025 is #AccelerateAction. We agree that businesses can indeed ‘accelerate’ their efforts to support more women in reaching leadership positions – and thriving in them. Here are some considerations for doing that:

Develop Clear Leadership Pathways

Career progression in recruitment agencies can sometimes be a bit informal. Even for small agencies with fewer resources, it’s still possible to create structured career development programs. Outlining clear steps for progression means that women with high leadership potential will be supported in their journey – and the organisation can reap the benefits of that potential sooner!

Offer Leadership Training and Development

Training is often what bridges the gap between ambition and opportunity. To develop women leaders from within an organisation, running a targeted leadership program is key. 

This program should include:

• Training on strategic thinking and financial acumen
• Opportunities for women to lead high-impact projects
• Internal or external mentorship opportunities.

Improve Workplace Flexibility

As we highlighted above, work-life balance challenges can be a major barrier for women advancing into leadership roles in the recruitment industry. Many businesses claim to provide flexible work options to some extent, but the definition of ‘flexibility’ depends on who is asking!

For organisations, it’s wise to look closely at existing policies to see how these are helping women overcome the barrier to leadership. What makes for a good baseline? Making flexible working arrangements standard, additional parental leave, and options for job-sharing at senior levels are sensible places to start. These measures can help avoid women feeling like they have to choose between career progression and family responsibilities.

Measure and Report on Gender Equity

As recruiters, we know that metrics keep us motivated and accountable. To increase representation of women in leadership, setting internal targets gives everyone an impetus for meaningful change. Keeping track of gender diversity metrics at leadership levels, with regular reporting, is a practical way to identify gaps and find opportunities for improvement.

How Women Can Break the Glass Ceiling

Systemic change is essential. However, if you’re a woman who is serious about climbing the ranks and making her mark, you can be strategic about it. Here are some proactive steps to accelerate your leadership journey:

Find the Right Mentor

Mentors for women in leadership are invaluable, but choosing the right mentor is a highly personal decision. Take time to look for potential mentors outside of your organisation, with the aim of finding someone who’s been in similar shoes and can give you practical guidance. Inside your company, it also makes sense to build relationships with people in your leadership team who you look up to.  

Focus On Your Leadership Skills

Being a great recruiter is one thing, but leading a business unit or agency requires commercial awareness. Aim to get as much exposure as you can to financial decision-making within your business.

Taking the initiative with your self-development is important for breaking the glass ceiling. Whether it’s an MBA or a short course targeting a specific gap in your knowledge, training demonstrates you’re serious about leadership. It will also help you speak the language of the C-suite, which is important for elevating your confidence.

Another useful self-development strategy is to put your hand up for opportunities where you can stretch your skills and prove your ability to lead, beyond your current role.

Advocate for Yourself

Many women hesitate to put themselves forward for promotions unless they meet 100% of the criteria. It’s time to break this pattern! There are practical ways to do this:

• Apply for leadership roles, even when you don’t meet every requirement
• Communicate your career ambitions openly with your manager
• Don’t low-ball yourself when negotiating a salary or a promotion. Do your homework on market rates and make a list of what you bring to the table.

Expand Your Professional Network

Strong networks open doors to opportunities. Join your local industry associations and female leadership groups. Attend conferences, meetups and panel discussions to connect with other industry leaders.

Getting out there helps you build relationships with influential figures in the recruitment sector.

Build Your Personal Brand

Many women in recruitment have a wealth of experience and knowledge to share with their peers. When you’re good at what you do, why not establish yourself as a thought leader? Ways to do this include sharing your insights on LinkedIn, speaking at industry events and panel discussions, and if you love writing, starting a blog.

The Takeaway

Accelerating women into leadership is both an organisational goal and a call to action for individuals. To enable more women in recruitment to become leaders, companies must create inclusive pathways for women to rise. Women in the industry should actively position themselves for leadership opportunities. By working together, the recruitment industry can achieve a more balanced representation of women at the top and pave the way for the next generation of female leaders.

Four Pillars Group is passionate about supporting women in the recruitment industry and helping agencies develop their full potential with diverse leadership teams. For more information on how we can accelerate your journey, get in touch with us today.