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Women's Leadership Coaching

Practical steps to fairer pay, one session at a time.

Women earn 12% less per hour across the EU, do 2.5x more unpaid care work, and hold just 33% of senior roles (7% CEOs), despite strong early-career presence. This coaching targets pay gaps, invisible labour, and visibility barriers with practical, outcome-focused support.

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The Reality

  • Pay gaps: Lower salaries despite equal impact.
     

  • Unpaid labour: Office housework + home caring drain high-impact time.
     

  • Visibility gaps: Fewer sponsors for promotions/raises.

Working Together
Abstract Shapes
"The truth will set you free, but first it will piss you off."
— Gloria Steinem

Women’s Leadership & Transition Coaching
 

Why this is different

Most leadership coaching is built around a “one-size-fits-all leader”. Women are often told to “be more confident” without any practical support for the real barriers they face at work, like being talked over, not being seen for stretch roles, or getting vague feedback instead of clear promotion criteria. This coaching focuses specifically on those realities and on helping women move into bigger roles with a clear plan, stronger voice, and practical tools they can use immediately.

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What we work on (options each session)

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  • Map Your Current Reality: Review salary against market rates, promotion history, and time lost to unseen tasks like office admin or home responsibilities.
     

  • Being heard in the room: strategies for handling interruptions, speaking up without backlash, and holding your ground in senior meetings.
     

  • Visibility and sponsorship: identifying who needs to know your work, mapping stakeholders, and creating simple actions to build sponsor relationships.
     

  • Prepare for Decisions: Align to performance reviews, promotion panels, or job offers, preparation that shapes your trajectory long-term.
     

  • Boundaries and burnout: protecting time and energy while still being seen as committed and high performing.
     

  • Career crossroads: deciding whether to stay, move roles, or change direction, using clear decision frameworks and real-world options.
     

Who it’s for

  • Women stepping from specialist or manager into senior roles.

  • Women who are already leading but feel under-recognised or underpaid.

  • Women returning from a break or transition (parental leave, redundancy, sector change) who want to re-enter at the right level, not start again.

Benefits for Your Employer
What You Gain

  • Better odds of pay rises and promotions.

  • More time for high-impact work.

  • Confidence in difficult conversations.

Benefits for Your Employer

  • Supports gender balance targets in leadership.

  • Gives high-potential women practical tools, not just inspiration.

  • Can be funded through existing learning and development budgets or leadership pipelines.

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