Across Asia, ambitious and capable women are stepping up—but many still hesitate at the leadership table. The problem isn’t a lack of talent or ambition. It’s the silent weight of cultural norms, workplace biases, and self-doubt that keep them questioning, “Am I truly ready?” Meanwhile, businesses struggle with untapped potential, unable to fully harness the skills and perspectives of women who could drive innovation and growth.
Neetha Sanjay, an ICF-certified life and career coach, has worked with women navigating career breaks, leadership transitions, and self-imposed limitations. She helps them shift from asking, “Can I achieve this?” to “How can I make this happen?”—a mindset that has helped countless women rise in leadership.
What are the biggest challenges keeping women from leadership roles? And how can businesses, investors, and society work together to bridge the gap? Let’s dive into the key barriers and the strategies that empower women to take their place at the top.
Key Takeaways:
- Mindset Shift is Key – Moving from “Can I?” to “How can I?” empowers women to take bold steps in leadership and career growth.
- Visibility Builds Credibility – Personal branding isn’t self-promotion; it’s about showcasing expertise, leadership, and impact to unlock new opportunities.
- Support Drives Success – Companies that invest in mentorship, returnship programs, and leadership development help women thrive, not just return to work.
Highlights
The Untapped Potential of Women in the Workforce
Q: What are the biggest challenges women in Asia face in leadership?
A: As a passionate career coach, I’ve worked with countless brilliant women—women with the credentials, experience, and drive to lead. Yet, when leadership opportunities arise, they hesitate. Not because they lack capability, but because they question their readiness.
In Asia, women are more educated and ambitious than ever before, yet leadership remains an uphill battle. The roadblocks are often not about skills, but about systemic and cultural barriers that tell women to hold back, to wait, to be “fully ready” before stepping up.
Some of the most pressing challenges include:
- Cultural & Social Expectations: Many women are still expected to prioritize family over career, leading to hesitation in taking up leadership roles.
- Workplace Bias & Stereotypes: Women leaders are often perceived as less assertive, leading to fewer opportunities for decision-making roles.
- Lack of Mentorship & Sponsorship: Women don’t always have access to the right mentors or sponsors who can advocate for them in leadership pipelines.
- Career Break Penalty: Women who take breaks for caregiving often struggle to re-enter the workforce at the same level, leading to stagnation or a downward career trajectory.
- Imposter Syndrome: A significant number of women doubt their leadership capabilities despite their qualifications and achievements.
As a leadership coach, I help women break these barriers and step into roles they once doubted. One client, despite her exceptional experience, hesitated to apply for a senior role. Through coaching, she shifted from ‘Can I?’ to ‘How can I?’ and secured the position with confidence.
Another client, returning after a 10-year career break, felt invisible in the job market. We reframed her break, leveraged her skills, and strengthened her expertise—she landed a senior role at a top consulting firm proving that a career break doesn’t erase leadership potential—it amplifies it with fresh perspectives and resilience.
Addressing these challenges requires systemic changes, advocacy for equal opportunities, and a cultural shift that normalizes women in leadership roles.
Q: How can businesses and investors support women re-entering the workforce and prevent career stagnation after a break?
A: Companies and investors play a crucial role in ensuring women can successfully re-enter the workforce and grow in their careers.
Some key ways they can drive real, lasting change:
- Returnship Programs: Structured returnship programs help women upskill and transition back into the workforce smoothly.
- Flexible Work Arrangements: Offering hybrid or part-time work models can encourage women to continue their careers without sacrificing family commitments.
- Bias-Free Hiring & Promotions: Companies must ensure hiring managers focus on skill sets rather than employment gaps when assessing candidates.
- Mentorship & Sponsorship Initiatives: Connecting women with mentors and sponsors within the company can help them regain confidence and leadership pathways.
- Investment in Leadership Development: Providing training and leadership development programs tailored for women can help them accelerate their careers.
Some of my clients, mothers of young children, are highly skilled professionals with remarkable potential. Yet, despite their expertise, they are often overlooked—not because they lack ability, but because career breaks are still seen as setbacks. However, with the right support, they can bring immense value, leadership, and fresh perspectives to the workplace.
I had the privilege of working as a leadership coach for an organization dedicated to supporting women’s re-entry into the workforce. My clients came from diverse backgrounds, but one thing was clear—when companies create the right environment, women don’t just return; they thrive.
One client, returning after a two-year career break, was unsure if she could balance work and family. But she was fortunate—her company had a structured returnship program, an empathetic manager, and leadership that valued her potential over her career gap. Through coaching, she owned her expertise, built work-life balance strategies, and stepped into leadership with confidence.
This is the impact of workplaces that actively support women’s career transitions. When businesses invest in returnship programs, mentorship, and leadership pathways, they don’t just fill roles—they unlock untapped talent, strengthen teams, and drive innovation.
Q: What are the biggest misconceptions about personal branding, and how can women strategically build credibility in their industries?
A: Personal branding isn’t self-promotion—it’s about being seen for your expertise, impact, and leadership. The world won’t know your value unless you share it.
In today’s digital age, a robust LinkedIn presence is essential for professional growth. Studies indicate that 95% of recruiters utilize LinkedIn to discover and evaluate job candidates.
Moreover, every minute, seven individuals secure employment through LinkedIn, highlighting its pivotal role in modern recruitment.
Despite this, many women hesitate to build their personal brand due to misconceptions:
- “Self-Promotion is Bragging”: Showcasing achievements is often perceived as boastful. Yet, 94% of women leaders acknowledge that a personal brand is vital for success, though 55% lack a strategic plan.
- “You Need to Be Extroverted”: Personal branding isn’t about being outgoing; it’s about authenticity and sharing expertise.
- “Only Senior Leaders Need Personal Branding”: Women at all career stages benefit from a strong professional presence.
To strategically build credibility, women can:
- Leverage LinkedIn & Thought Leadership: Share insights and successes to establish industry authority.
- Seek Public Speaking Opportunities: Engage in events and webinars to enhance visibility.
- Network with Intent: Connect with professionals aligned with career goals.
- Showcase Expertise Through Writing: Contribute to industry publications and blogs to enhance authority.
Embracing personal branding is about being visible for the right reasons—your expertise, impact, and thought leadership.
I always advise my clients and mentees—don’t shy away from sharing your learnings and perspectives on LinkedIn. Your insights have the power to inspire and create impact. Focus on the message you want to convey and the value it brings. If you’re not visible, how will the world know you exist or recognize the impact you’re capable of making?
Q: You emphasize shifting the mindset from ‘Can I achieve it?’ to ‘How can I achieve it?’ How does this impact leadership, risk-taking, and innovation?
A: In my experience as a career coach, this simple shift in mindset can redefine a woman’s entire career trajectory—from hesitation to bold action, from doubt to leadership.
- Leadership – Women shift from self-doubt to self-mastery, actively developing the skills, confidence, and strategic mindset to lead with impact.
- Risk-Taking – They replace hesitation with action, embracing challenges, taking calculated risks, and stepping into high-stakes opportunities.
- Innovation – They become bold, adaptable, and forward-thinking, driving transformative ideas, challenging norms, and shaping the future of their industries.
This mindset shift is at the core of my coaching approach. I’ve been fortunate to support many women on their journey of transformation, helping them break self-imposed limitations, embrace new opportunities, and step into leadership with confidence. The shift from “Can I?” to “How can I?” changes everything.
Q: Many high-growth industries still struggle with gender parity. What steps can companies take to not just hire but retain and develop women in leadership?
A: Having worked closely with women professionals and corporate leaders, I’ve seen that hiring women is just the first step—but it means little if they are not supported, retained, and given opportunities to grow. Too often, I’ve seen talented women enter the workforce with ambition, only to feel stuck, undervalued, or unable to advance due to systemic barriers.
For real change, companies must go beyond hiring and focus on long-term success by:
- Creating Women Leadership Pipelines – Identifying high-potential women early and investing in their training, mentorship, and sponsorship.
- Providing Clear Career Advancement Paths – Women need to see tangible leadership opportunities and a structured path to promotion.
- Building Flexible & Inclusive Work Cultures – Work-life balance policies should support both men and women, ensuring caregiving doesn’t stall careers.
- Addressing Pay Gaps & Promotion Biases – Regular audits and accountability are crucial to ensure merit-based compensation and career progression.
- Fostering a Supportive Environment – Women thrive in workplaces where they are heard, valued, and empowered to lead.
When companies actively invest in women’s leadership, they don’t just retain talent—they build stronger, more diverse, and innovative teams.
Q: What unique strengths do female leaders in Asia bring, and how can businesses harness these for growth and transformation?
A: Through my experience coaching women across industries and working with women’s leadership associations, I’ve seen firsthand the exceptional strengths female leaders bring to the table. Yet, many of these qualities remain undervalued in corporate leadership structures.
Women in Asia often juggle family, career, and community roles—a reality that has shaped them into resilient, adaptable, and highly effective leaders. Their ability to balance complexity while making strategic decisions gives them a distinct edge in leadership.
Key strengths include:
- Empathy & Emotional Intelligence – Women foster inclusive, people-centered workplaces, leading to higher engagement and motivation within teams.
- Resilience & Adaptability –They navigate multiple responsibilities, developing strong problem-solving skills and the ability to lead through uncertainty.
- Multitasking & Crisis Management – They excel in handling complexity, balancing multiple priorities while making high-stakes decisions.
- Relationship Building & Communication – Women prioritize trust and collaboration, strengthening relationships with stakeholders, clients, and teams.
However, recognizing these strengths isn’t enough—businesses must actively harness and cultivate them by:
- Placing More Women in Leadership – Companies must recruit, promote, and sponsor women into decision-making roles to foster diverse leadership.
- Championing Women-Led Innovation – Investing in women-focused leadership programs creates a pipeline of high-potential female leaders ready to step into strategic roles.
- Prioritizing Mentorship & Sponsorship – Women thrive when they have mentors guiding them and sponsors advocating for them in leadership discussions.
Investing in women’s leadership doesn’t just enhance diversity—it drives business success. Companies that empower female leaders benefit from greater innovation, stronger team dynamics, and long-term sustainable growth
Q: Your goal is to empower a million women by 2030. What’s one key action the business and investment community can take today to support this mission?
A: One key action businesses and investors can take is to invest in women’s leadership and career development.
This includes:
- Funding programs that support women entrepreneurs and leaders
- Creating more sponsorship and mentorship opportunities
- Championing policies that ensure equal pay and career progression
- Encouraging leadership training and executive coaching for women
When companies and investors actively invest in women, they create a ripple effect—empowering not just the individual but entire communities. This mission is not just about empowering women—it’s about creating a more equitable, innovative, and thriving workforce for the future. Women in Asia are breaking barriers, challenging norms, and redefining leadership. But to accelerate change, businesses, investors, and society must come together to:
- Mentor women to help them navigate leadership challenges.
- Advocate for women in decision-making roles.
- Invest in women’s success through funding and leadership programs.
When we collectively empower women, we create a stronger, more inclusive, and innovative future for Asia’s workforce.
The Future of Women in Leadership: It Starts Today
Women are making bold moves in leadership, but true inclusivity requires more than hiring. Companies must invest in mentorship, returnships, and leadership pipelines. This ensures women don’t just re-enter the workforce but thrive in it.
Neetha Sanjay proves that the right mindset and opportunities unlock untapped talent. A career break doesn’t erase leadership potential, and visibility builds credibility. When businesses and communities advocate for women, they drive innovation and growth.
Shifting from “Can I?” to “How can I?” is the first step toward leadership. For businesses, the real impact comes from moving from intent to action. The future of leadership isn’t about waiting—it’s about making change happen now.
Highlights
Read this article in Chinese here.
