Reduced Networking Opportunities

Professional networks play a key role in career advancement. Women might face challenges in accessing the same networking opportunities as men due to various factors, including exclusion from informal networks and perceived gender roles limiting their participation in certain events or gatherings.

Professional networks play a key role in career advancement. Women might face challenges in accessing the same networking opportunities as men due to various factors, including exclusion from informal networks and perceived gender roles limiting their participation in certain events or gatherings.

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Hala M. Saab
Customer Care/ Internationally Accredited Trainer|Certified Intercultural Communication Trainer|Facilitator|L&D|Accredited Practitioner Coach |Certified Youth Coach|NLP|ISO|

In my experience, the issue of reduced networking opportunities for women remains a significant barrier to their advancement into senior management roles. I've observed that informal networks, often dominated by men, play a crucial role in career progression, yet women frequently find themselves excluded from these circles. This exclusion, whether intentional or not, limits women's access to mentors, sponsors, and high-visibility projects that are often key to climbing the corporate ladder. I believe that addressing this challenge requires a multi-faceted approach: organizations must create more inclusive networking events, implement structured mentoring programs, and foster a culture where diversity in professional relationships is valued. Additionally, it's crucial for male leaders to actively champion and include talented women in their networks. Only by breaking down these invisible barriers can we hope to see more women ascend to top leadership positions.

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Mathruka Viswanath
Executive Coach at Craft Your Confidence Consulting

Most advice tells women they need better external networks. More LinkedIn connections. More conferences. More "visibility." But here's what I learned from 20 years in HR: You can't network your way into opportunities you're already invisible for internally. Here's the reality: 80% of director-level and above roles are filled through internal talent pipelines, succession plans, and sponsor networks. Not external recruiting. Not job postings. Not LinkedIn outreach. Internal. So if you're not visible inside your organization, investing in external networking is like building a bridge to somewhere you're already forgotten. The women who actually move into C-suite roles don't start with networking events. They start with a visibility audit: Does leadership know what you actually do? Have your wins been documented beyond your manager? Do you have a sponsor who speaks your name in closed-door meetings? Are you connected to the decision-makers shaping your industry vertically? Once you nail internal visibility, external networking becomes exponentially more powerful. Because now people are reaching out because someone already knows your value. Not cold. Not based on a profile. Based on proof. The dynamic world we're in doesn't change this. It makes it MORE critical. In a world of constant restructuring, layoffs, and pivots, the women who survive and thrive are the ones who are known. Not just by their immediate team. But across the organization. So before your next networking event, ask yourself: Am I actually visible inside my own org? If the answer is no, that's your real work. And it doesn't happen at conferences. It happens through strategic visibility right where you already are.

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