What you probably already know: The Bureau of Labor Statistics reports that unemployment has continued to climb, from 3.9% in 2024, to 4.3% in 2026 and women have had higher rates of unemployment throughout the last several years. Women face heightened scrutiny for resume gaps, unspoken expectations when it comes to job duties, and other barriers that can make the job search even more challenging. These challenges don’t just make it harder for women to switch careers. In some cases, reports suggest they may even push women out of senior leadership roles altogether.
Why? A recent study concluded that having a woman in executive management made employees expect more equitable treatment across the company compared to having a man in the role. Female leadership cultivates trust within the organization and can lead to stronger retention rates. The findings suggest that women in senior positions can shape how employees view leadership and meet expectations when it comes to fairness and equity in a workplace.
What it means: Aletha Rideout is an Emmy Award-winning marketing and communications director with over 15 years of experience. The biggest challenge she has faced is having her qualifications questioned constantly. “Since my career path wasn't ‘traditional,’ people often scrutinize my rapid growth in a way I don't think they’d ever question a man,” she says. Despite her extensive education, background, and experience, Rideout is no stranger to having her qualifications and career progression questioned. However, she doesn’t see this barrier as a permanent block, but rather, urges women to take ownership of their work. Don’t wait for permission, Rideout says. “Just go after the roles you know you’ve earned through your results.” Collect metrics, awards, accolades, and coworker-backed approval to show your worth.
What happens now? Rideout is hoping to see some changes when it comes to the gender gap in the workforce. “Systemically, I want to see companies move past just checking boxes for diversity and start using real, data-backed promotion tracks,” Rideout says. Leadership needs to take accountability when it comes to gender parity, making sure people are moving up based on their impact rather than just fitting into old-school, exclusionary molds.
