ACT for women in leadership

What are the challenges often faced by women in leadership?

Despite significant progress in gender equality, women in leadership roles continue to encounter challenges such as:

• Gender bias and stereotypes: Women are often judged through a lens of stereotypes, labelled as “too emotional” or “too aggressive,” undermining their authority.
• Work-life balance: Societal expectations place a disproportionate burden of caregiving responsibilities on women, making it difficult to balance personal and professional roles.
• Lack of mentorship and sponsorship: Women frequently face limited access to mentors and networks that are crucial for career advancement.
• The glass ceiling: Systemic barriers often prevent women from advancing to the highest levels of leadership, even when they are highly qualified.
• Impostor syndrome: Many women grapple with self-doubt, questioning their abilities and achievements despite their successes.
• Microaggressions and discrimination: Subtle but pervasive forms of discrimination, like being talked over in meetings or having ideas dismissed, can chip away at confidence.
• Sexual harassment and hostile work environments: Many women face hostile workplace dynamics that make it difficult to thrive.

There is no ‘magic formula’ to fix all of these issues, they require systemic change at organisational, societal, and individual levels. These challenges highlight the need for tools that help women not only cope but also succeed in the face of adversity.

How can ACT support women in leadership roles?

ACT provides a powerful framework for women in leadership by promoting psychological flexibility, mindfulness, and values-driven actions. It is important to say, that an ACT approach is less likely to address the systemic issues that women face, however can go some way to mitigating the impact, and helping women continue to thrive in difficult environments.

Psychological flexibility helps women to adapt and create their own pathways to success when traditional opportunities are limited. By helping women accept challenges, defuse from unhelpful thought patterns, and commit to meaningful actions, ACT can support them in navigating systemic barriers and thriving as leaders. Here’s some examples of ACT principles that can help us to support women leaders:

• Acceptance: ACT encourages women to respond skilfully to the bias and stereotypes that exist without internalising them. Rather than avoiding or suppressing emotions like frustration or anger, they can acknowledge these feelings and channel their energy toward meaningful action. Instead of struggling against the pressure to “do it all,” ACT promotes acceptance of imperfection and prioritisation of what matters most, teaching women to accept criticism for defying traditional roles without deterring them from pursuing their leadership goals. Instead of becoming discouraged by systemic barriers, women can accept the reality of these challenges while committing to meaningful actions aligned with their values underpinning their leadership goals and committing to actions that promote change, such as negotiating for better pay or mentoring others to close the gap.
• Defusion: ACT teaches cognitive defusion techniques to “unhook” from unhelpful thoughts such as “I must prove myself” or “they think I’m too emotional.” This allows women to focus on their goals rather than being derailed by stereotypes. Recognising thoughts like “I’m not good enough” or “I don’t belong here” are just thoughts, not facts and other tools like labelling thoughts (e.g., “That’s their bias, not a reflection of me”) can also help women detach from the negativity of their experiences.
• Values: ACT helps women identify their core values, in areas such as family, career, or personal growth. This clarity allows them to make intentional decisions about how to balance competing demands. Rather than simply conforming to societal expectations, ACT empowers them to lead authentically and take meaningful actions even when they feel self-doubt.

Women can clarify their leadership values (e.g., authenticity, collaboration) and act in alignment with them, even in the face of bias, grounding themselves in these values and taking action, like reporting harassment or seeking safer environments. ACT empowers women to advocate for themselves and others by focusing on fairness and equity as core leadership values.

• Mindfulness: Practicing mindfulness can help women remain present and fully engage in both their professional and personal lives, responding skilfully to the stress of feeling pulled in multiple directions. Mindfulness and acceptance practices can help women cope with the lack of support they receive or navigate feelings of loneliness and frustration in male-dominated environments. It can also help women manage the emotional toll of hostile environments while making thoughtful decisions about how to respond. ACT helps women treat themselves with kindness rather than harsh self-criticism.
• Taking action: ACT encourages women to take steps toward breaking the glass ceiling by focusing on what they can control, such as building skills, seeking allies, and creating opportunities for others. Women can take proactive steps to create opportunities for themselves, focusing on actions that align with their values despite the lack of external support. Women can respond to discrimination in ways that align with their values, such as addressing it constructively or advocating for systemic change, or even through seeking out workplaces specifically that align with their values.

How ACT can help men support women in leadership

ACT offers men a framework to become intentional allies and advocates for women in leadership, enabling them to address workplace inequities with awareness, courage, and values-driven action. By applying ACT principles, men can take meaningful steps to challenge systemic barriers and foster inclusion.

• Acknowledging inequities and embracing discomfort: A crucial first step is recognising the existence of systemic gender inequities and being open to the discomfort that may arise when addressing them. Instead of becoming defensive or avoiding difficult conversations, men can accept these challenges as part of the process of meaningful change. This involves creating a safe and inclusive environment where biases can be discussed openly and constructively.
• Awareness of biases and behaviours: ACT encourages mindfulness and self-awareness, helping men notice their own biases and recognise when discriminatory behaviours surface in the workplace. This awareness allows them to take a step back, reflect, and respond thoughtfully rather than react impulsively. By staying present and alert, they can identify opportunities to interrupt patterns of inequality.
• Breaking free from stereotypes: Societal stereotypes, such as “Women are too emotional to lead,” often influence behaviour unconsciously. ACT helps men unhook from these limiting beliefs, focusing instead on facts, fairness, and potential. This shift allows them to challenge stereotypes in themselves and others, fostering a more equitable workplace culture.
• Living by core values: ACT encourages men to define the kind of leader and ally they aspire to be. Clarifying values such as fairness, inclusion, and equity provides a compass for consistent action, even when it feels uncomfortable. This might involve mentoring and sponsoring women, advocating for fair policies, or actively promoting gender equity initiatives.

ACT principles can be a valuable tool in the workplace to create equity for women in leadership. While organisations do still need to implement better diversity initiatives, provide mentorship programs, and create more inclusive cultures, in the absence of those ACT provides the tools to build psychological flexibility and help women to thrive in their current surroundings, creating a life that aligns with their personal values and goals.

Resources related to ACT for women in leadership