Career Conundrum | “You’re Impressive - But Not Quite Ready Yet”: The Invisible Barriers Women Still Face in Leadership

That’s what Maya*, a sharp, high-performing leader in her 40s, heard for the umpteenth time after being passed over for a promotion she was more than qualified for.

Her feedback?

   “Too young.”

   “Not seasoned enough.”

   “Needs more presence in the room.”

Never mind that she was already leading a team, mentoring junior staff, and solving major problems.

When she came to our coaching session, she didn’t ask, “What’s wrong with me?”She asked, “Why does this keep happening — and how do I break through it?”

The truth is: Maya wasn’t lacking ability. She was up against invisible barriers — the kind many women face as they rise through leadership ranks. Each one is real. Each one is solvable. But only if we name them — and know how to navigate them.

Solutions start with Awareness and Action:

Here they are some subtle, others glaring. A combination of both internal (mental) and external (systemic) barriers:

•        The Mental Ceiling

•        The Structural Ceiling

•        The Visibility Ceiling

•        The Voice Ceiling

•        The Support Ceiling

  
  

The Mental Ceiling - Internalized doubts, perfectionism, and fear of being "too much."

The Structural Ceiling - Biased systems, outdated policies, and unequal access to opportunity.

The Visibility Ceiling - Overlooked for promotions, passed over in meetings, under-credited for wins.

The Voice Ceiling - Ideas dismissed, feedback softened, or being talked over — literally and professionally.

The Support Ceiling - Lack of mentors, sponsors, or advocates in critical decision-making rooms.

Intersectionality Makes It Even More Complex

These barriers become even more complicated when race or ethnicity intersects with gender.

Double Jeopardy

Being both a woman and a person of color creates unique, compounding barriers.

For many Black and Latina women, it’s not just a glass ceiling (Structural, Visibility, Voice Ceilings) — it’s concrete, layered with weight most leadership frameworks don’t name.A barrier more rigid and impenetrable than the glass ceiling, it acknowledges that women of color don't just face gender bias — they also face entrenched racial and cultural barriers that are harder to see and harder to break.

So, in addition to the ceilings above (Mental, Structural, Visibility, Voice, and Support), women of color often face:

The Stereotype Ceiling - Managing harmful labels like “too aggressive,” “too emotional,” or “not leadership material.”

The Resilience Ceiling - Always having to prove more, deliver more, and smile through it — just to stay in the game.

The Opportunity Ceiling - Excluded from decision-making rooms or stretch roles that unlock advancement.

The Structural and Opportunity Ceilings are related, but not the same.The opportunity ceiling often exists because of the structural ceiling. If systems are biased or exclusive, then naturally, opportunity distribution suffers — especially for women, and even more so for women of color.

Think of it like this:

• Structural = the walls of the system

• Opportunity = the doors that are never opened for you

Breakthrough Exists

Recognizing the ceilings is the first step toward breaking through.  These ceilings can then be navigated, challenged, and redefined — with strategy, support, and space to grow unapologetically. Here are a few ideas to consider:

• Build strategic visibility - Position yourself intentionally in rooms, projects, and conversations where your value is seen, heard, and aligned with advancement opportunities.

• Reframe confidence and self-advocacy - Shift from waiting to be recognized to owning your voice and contributions without apology or over-explanation.

• Align personal values with leadership growth - Lead in a way that reflects who you are — not just what your title expects — so your growth feels authentic and sustainable.

• Cultivate powerful allies and sponsors - Develop relationships with people who not only support your journey but also advocate for you in spaces where decisions are made.

• Challenge outdated norms with influence, not just effort - Push back on bias and barriers through strategic leadership, clarity, and presence — not by working twice as hard to prove yourself.

  
  

*Not real name. Name has been changed for confidentiality reasons.

Ready to rise beyond the ceiling? Get in touch if you're ready to lead louder, clearer, and higher.

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