Across Wales, businesses are navigating a more complex operating environment than ever. Skills shortages persist. Retention is under pressure. And expectations around inclusive leadership continue to rise.
In this context, advancing women’s leadership is not just the right thing to do. It is a business-critical opportunity.
A growing body of evidence shows that diverse leadership teams drive stronger performance, better decision-making, and improved innovation. For Wales, unlocking the full potential of women in the workforce is also essential to addressing long-term economic challenges, including productivity and skills gaps.
Yet despite clear intent from many organisations, progress remains uneven.
Turning commitment into action
Research carried out by CBI Wales in partnership with the University of South Wales highlights a consistent challenge. While businesses are committed to improving women’s progression into leadership, many struggle to translate that ambition into sustained, practical action.
The barriers are rarely simple. They are often structural, cultural, and embedded in everyday workplace practices. From leadership norms and access to opportunities, to flexibility and caregiving responsibilities, these factors combine to shape who progresses and who does not.
The result is a leadership pipeline that is still not fully representative of the talent available.
A practical route forward for business
To support organisations in moving from intention to impact, CBI Wales has developed a new toolkit for advancing women’s leadership.
Designed specifically with SMEs in mind, the toolkit translates research insights into clear, actionable steps that can be embedded into everyday business practice.
Rather than focusing solely on strategy, it prioritises what businesses can do now. Each section combines evidence-led insight with practical actions, helping leaders identify where to start and how to build momentum over time.
Where businesses can focus first
The toolkit highlights six priority areas where targeted action can drive meaningful change:
Building inclusive workplace cultures
Many professionals still perceive leadership as exclusive, shaped by narrow norms and expectations. Creating visible, inclusive leadership pathways is critical to widening access and strengthening confidence.
Embedding flexible working at every level
Flexible working remains one of the most effective enablers of progression. Yet too few leadership roles are designed with flexibility in mind, limiting access to senior positions.
Expanding mentoring and networks
Access to mentoring remains uneven, despite its proven impact on confidence and progression. Closing this gap is key to developing future leaders.
Tackling bias and discrimination
Unconscious bias continues to shape decisions in recruitment, promotion, and day-to-day workplace interactions. Addressing this requires consistent, evidence-based approaches.
Supporting caregivers and working families
Caring responsibilities remain a significant barrier for many women. Businesses that actively support employees through different life stages are better positioned to retain talent.
Building confidence and aspiration
Confidence and visibility matter. Organisations play a vital role in creating environments where individuals see leadership as both achievable and sustainable.
Small changes. Big impact.
One of the strongest messages from the research is that progress does not always require large-scale transformation.
In many cases, small, targeted changes can create immediate impact. Reviewing a policy. Piloting a mentoring approach. Redesigning a role to introduce flexibility.
These actions build momentum. Over time, they contribute to more inclusive systems, stronger leadership pipelines, and better business outcomes.
Why this matters now
For businesses across Wales, the case for action is clear.
Organisations that invest in inclusive leadership are better placed to attract and retain talent, improve engagement, and strengthen long-term performance.
At a national level, this work also supports wider economic resilience. Increasing the number of women in leadership roles is not only about fairness. It is about ensuring Wales has the leadership capability needed to compete and grow.
Take the next step
Every organisation will start from a different place. The key is to start.
Businesses are encouraged to identify one or two priority areas and take action within the next quarter, while building a longer-term plan for sustained change.
The toolkit provides a practical framework to do exactly that.
Contact Katie Spackman, Senior Associate Director, CBI Wales, for more information.
