By Saumya Sindhwani & Sudipta Shaw
“I was dumbfounded. It felt like all my struggle, knowledge, and expertise had been erased. No matter how much I tried to say, ‘Hey, I’m here — hear me out,’ they just wouldn’t. It was as if I spoke apples, and they heard oranges.”
Her story isn’t unique. Across interviews with 104 women leaders and entrepreneurs, nearly all described being overlooked — often in the very rooms where they were supposed to have a voice. But by the time they walked into those meetings, the real decisions had already been made elsewhere. Nearly 87% of our interviewees recalled decisions being handed to them, wondering, “When was this discussed? Where was I?” Their voices weren’t just overlooked inside the room; they were excluded long before the conversations began. Women entrepreneurs working alongside their better halves, male co-founders, or extended male family echoed similar experiences.
No coincidence
This isn’t a coincidence but a system. A quiet, informal network that operates outside official meetings, where men build alliances over Friday evening beers, cricket match screenings, or casual WhatsApp groups where key decisions take shape. A space where women are rarely invited or truly included.
This invisibility isn’t just frustrating, it comes with a price tag. Women left out of these informal power circles miss critical career opportunities, from salary hikes to leadership roles. Many interviewees spoke about the financial cost of exclusion — promotions and deals happening in closed rooms or WhatsApp groups they weren’t in.
Our analysis suggests this isn’t about performance, but proximity. Many women leaders told us how they worked tirelessly, exceeded expectations, and still got passed over for promotions. Why? Because when the next big role opened, the bosses already had a name in mind — and it usually belonged to those had spent extra hours bonding beyond work, over cricket matches or impromptu coffee breaks. Meanwhile, women rarely get the same opportunities to build credibility outside work.
This is not new. In male-dominated spaces, women often feel pressured to fit into a mould, staying hyper-prepared and guarded while men can afford to be casual, imperfect, and even joke around. Women constantly prove their worth, working twice as hard to be accepted, leaving little room to belong.
So, how do women break this cycle of invisibility? How can they carve out a space for themselves, not just to be present but to truly belong? How can they move from being on the sidelines to being at the centre of key decisions, without constantly needing to prove their worth?
This International Women’s Day, we bring you four actionable strategies for women looking to claim their visibility and build their influence.
Lead in your style
“If I was direct, I was ‘aggressive’. If I was calm, I was ‘not assertive enough’. I kept adjusting myself to be ‘likable’, until I realised I didn’t have to be a male version of a leader. I could just be a leader.”
Women in leadership often face a double bias: What makes men appear strong makes women seem difficult. The pressure to fit into a traditional male archetype of leadership is exhausting.
Here’s the truth: there is no single way to lead. Women bring collaboration, empathy, adaptability, and purpose-driven leadership. Instead of moulding yourself into what leadership is “supposed” to look like, own your style. Reflect, practise self-compassion, and lead on your terms.
Find, and be, an ally
“As a female entrepreneur, I have often voiced ideas that went unnoticed until my male co-founder backed me up. Only then did people start listening.”
Men in leadership have built-in support. They advocate for each other, and open doors for one another, both in meetings and behind closed doors. Women, too often, stand alone. This must change. Male allies are key to changing this. Seek out those in leadership who recognise these disparities and will amplify your voice. Further, as you rise, be that ally. Sponsor women, recommend them, and challenge closed-door decisions.
Change won’t happen by accident, it’s actively built.
Bring your own table
“Their gatherings were always impromptu — over drinks, during match screenings, or in passing conversations. I was never invited, and when I tried to join I felt like an outsider.”
This was a recurring theme. The informal power circles that shape careers were not designed for women. The casual, last-minute nature of these gatherings makes them hard for women to participate, and even when they do, they are often observers, not insiders.
So instead of forcing a way in, curate your own networking spaces that work for you — structured, intentional, and inclusive. Whether it’s breakfast meetups, mentorship circles, or virtual meetings, take charge where, when, and of how you connect.
Don’t just fight for a seat at the table; bring the table.
Knock on another door
“I kept waiting for opportunities that never came. I networked, asked for promotions, and proved myself repeatedly, only to be told I was too ambitious. That’s when it hit me — I was knocking on a door that was never meant to open for me. So, I stopped waiting. I knocked on another one, built a business and realised my ambition on my own terms.”
Too often, women find themselves waiting — for promotions, leadership roles, or fair treatment. But when one door refuses to open, it’s time to change the door. If your growth is stalling, look beyond the obvious paths. Instead of waiting for a promotion, explore lateral moves that expand your influence. If leadership roles are scarce, create your own through advisory roles, or entrepreneurship.
Don’t wait for permission to lead, lead anyway.
Shift your mindset, build allies, create your space, and if doors stay closed, change them. Enough of being sidelined, build your own place to belong.
The writers are assistant professor of organisational behaviour (practice), and research associate, Indian School of Business.
Disclaimer: Views expressed are personal and do not reflect the official position or policy of FinancialExpress.com. Reproducing this content without permission is prohibited.
