Accelerating your career means increasing the speed of your growth, visibility, and opportunities at work. For women, this requires more than strong performance: it requires strategic visibility, the right relationships, and knowing how to navigate a workplace that doesn't always make advancement easy. The resources below map out the best research-backed steps to help women like you get into leadership—so that you can make the workplace better for the women who come after you.
Career resources
A curation of our best resources to help you understand the career obstacle holding women back—and the actions that can help close the gap.
There's no universal timeline, but the biggest predictor of faster advancement isn't tenure — it's the quality of your visibility, relationships, and clarity around goals. Women who proactively communicate ambitions, build sponsor relationships, and take on high-impact work move up significantly faster than those who rely on performance alone. Setting written promotion criteria with your manager and revisiting them regularly gives you the clearest path and the most accountability on both sides.
Not necessarily, but changing companies can be an accelerator — particularly if there's no clear promotion path or no one willing to sponsor you. Before making the move, have a direct conversation with your manager about what it would take to advance. If you do leave, negotiate your salary: research shows women who fail to negotiate their first offer can experience a significant compounding pay gap over their career.
Beyond technical excellence in your field, the skills most associated with faster advancement for women are: the ability to communicate and influence, strategic thinking, and — increasingly — AI fluency. Entry-level women receive significantly less managerial encouragement to use AI than men, and men are now 22% more likely than women to use AI daily or constantly–making proactive investment in this area a genuine differentiator. Women who can lead conversations, present with confidence, and connect their work to business outcomes are consistently seen as more promotable.
The most common career blockers for women aren't about capability — they're structural. According to LeanIn.Org and McKinsey's annual research, women are less likely to be proactively considered for promotions, less likely to receive stretch assignments, and less likely to have sponsors, particularly at entry level. The "broken rung"—the gap in promotions from individual contributor to first-level manager—is where women lose the most ground: for every 100 men promoted to manager, only 81 women were promoted in 2024.
