Women leaders: the path of sustainable leadership

Every year on March 8, the world pays tribute to women – to their strength, tenacity and contribution to society. But beyond the symbolic gestures and beautiful words is a deeper reality – the struggle of women to be equal participants in the world of business, politics and public life.

Women leaders today are more than inspiration – they are agents of change. But what are the invisible barriers they face?

Europe has a long history of fighting for equality, but statistics show that women still face significant barriers to leadership. While 46.4% of the EU workforce is made up of women, only 34.8% of management positions are held by women.

But numbers, while important, do not reveal the whole picture. Women overcome stereotypes and embedded social expectations of them every day. Research shows that companies with a greater presence of women in management achieve better financial results and demonstrate more ethical business practices, precisely because of their innate management style – orientated towards collaboration, empathy and long-term vision.

And, Harvard Business Review research shows that when women have leadership roles on teams, they improve not only internal dynamics but also overall company performance. Contrary to societal norms, women in leadership roles demonstrate better results in handling crises and managing complex projects.

Bulgaria – the hidden leader in equality

Although the country is rarely mentioned in European gender equality rankings, the data reveal other perspectives on the topic.

According to a study by Reboot Digital Marketing, Bulgaria leads Europe in workplace equality thanks to one of the longest and most generously paid maternity leaves – 58.6 weeks with 90% of the salary.

However, true sustainability requires more than policies – it happens when organisations don't just meet standards, but create a culture of inclusion and support. As Tanya Genova-Barbova, Senior Director of Human Resources at Paysafe, notes, successful leaders are those who "align teams around business goals and lead them to achieve them," but also "consciously care about inclusion and incorporating differences into the corporate culture."

Recent statistics presented by Zemlevezh show that the highest percentage of female employment in Bulgaria in 2023 is observed in sectors with traditionally perceived female dominance – textile, clothing and footwear manufacturing (84.3%); medical and social care (81.23%); and education (81.02%) – highlighting not only the established roles of women in these areas, but also the need to rethink social attitudes towards greater participation of women in technology and engineering industries.

Women in technology – the new wave of leadership

The technology sector – traditionally dominated by men – is changing, and Bulgaria is one of the leaders in this transformation. Nearly 30% of the country's IT workforce is female – almost double the EU average. These women not only work in the sector but often hold key leadership positions, while paving the way for a new generation of women leaders.

The invisible barriers

While the numbers show progress, challenges remain.

• The glass ceiling: Women often reach a certain level of the management hierarchy, but rarely go beyond it. According to Eurostat surveys, only 7% of CEOs in the EU's largest companies are women.

• Stereotypes: In many cultures, leadership qualities such as determination and ambition are still predominantly associated with men, while women are expected to be supportive and caring.

  
  

Work-Life Balance: Is it possible for the modern woman?

Juggling career, family and personal life remains a challenge for many women. Despite a growing focus on work-life balance, data from the European Agency for the Improvement of Living and Working Conditions shows that 78% of women in management positions experience high levels of stress and difficulty balancing their work and personal commitments.

Much of the pressure on women comes not only from the corporate environment but also from societal expectations. Women leaders often face double standards – the need to prove themselves professionally while fulfilling traditional family roles.

According to the European Commission, only 29% of employers in the EU offer flexible working – a key factor for working mothers. Companies such as SAP and Deloitte are already introducing hybrid models, additional parental leave and mental health programmes. Such policies can ease the workload, but a cultural shift is also needed, where work-life balance is not a privilege but a standard.

How do flexible working and mental health help?

Many European companies are already introducing:

• Hybrid work model – combining work from the office and home helps women to allocate their time better.

• Mental health programmes – include sessions with psychologists, coaching and stress reduction initiatives.

• Longer fatherhood – policies encouraging fathers to be more involved in childcare (e.g., in Sweden, where fathers get up to 240 days of paid leave).

Another important factor where women still experience a 'power imbalance' is housework. Women still do almost twice as much housework as men. In countries such as Sweden and Denmark, there is more equality in the distribution of household duties, while in southern and eastern Europe, traditional notions are more pronounced.

What else can we do?

The path to equality is not limited to quotas in big international businesses or awareness campaigns – it requires a profound cultural transformation.

• Education and mentoring: To break the glass ceiling, women need greater access to mentors and role models who not only inspire them, but help them build their skills and confidence in a competitive environment. Mentoring and career development programmes can provide the support needed by connecting young professional women with experienced leaders who have already walked this path.

• Flexible working arrangements: One of the biggest barriers to career development for women is the difficulty of balancing work and personal life. Companies (whose operations allow it) can change this through flexible working policies, telecommuting options and more flexible parental leave. These changes not only improve productivity but also increase employee engagement, creating more sustainable and satisfying work environments.

• Gender equality is not just a question of fairness – it is a question of leadership quality and societal sustainability. Women leaders bring with them a different perspective that enriches how decisions are made and how organisations are managed.

• A culture of inclusion: True equality comes when women don't just hold positions in companies, but have a real voice in decision-making processes. This requires creating a culture of inclusion where differences are not just accepted, but seen as a valuable resource for innovation and success. Businesses need to invest in policies that ensure equality – from fair recruitment processes to unconscious bias training for all levels of the organisation.

At Impact Drive Foundation, we believe the future of leadership is inclusive, equitable and sustainable. To achieve this future, we must give women not only a seat at the table, but the confidence that their voice matters.