Abstract:

Despite decades of global advocacy for gender equity, women remain significantly underrepresented at senior levels within organizations—particularly in multicultural, male-dominated environments. Drawing upon both conceptual literature and lived personal experience, this study explores how structural barriers (such as opaque promotion systems and entrenched “old boys’ networks”) intersect with psychological mechanisms (including stereotype threat and the imposter phenomenon) to hinder women’s leadership advancement. The author reflects on her journey as a female principal of a leading Technical and Vocational Education and Training (TVET) institution in Guyana—navigating a professional landscape historically dominated by men. Early skepticism from male colleagues and deeply rooted systemic biases posed formidable challenges. However, through resilient, inclusive, and transformative leadership, the author led a decade of institutional growth and renewal. Under her stewardship, student enrolment increased from 1,200 to over 1,900 annually; graduation rates improved from 45% to 75%; institutional accreditation was achieved; ISO quality standards were initiated; student industry attachments surged from 15% to 86% and more women ascended to senior positions at the institute. By integrating academic frameworks with authentic leadership experience, this paper highlights the complex dynamics affecting women in leadership and presents practical, evidence-informed strategies for CARICOM employers. Recommendations include transparent promotion practices, gender-sensitive mentorship models, and organizational cultures that value diverse leadership styles—ultimately aiming to create more inclusive and equitable leadership pathways across the region.

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