Suzanne Nadell warns declining women leaders is a business risk

Leadership coach Suzanne Nadell says falling representation of women in senior roles should push companies to stop relying on symbolic diversity efforts and build stronger pipelines, mentorship and promotion systems. She argues the decline threatens innovation, culture and long-term business performance.

Why it matters: - Suzanne Nadell says the drop in women leaders is not just a diversity issue. It affects innovation, competitiveness, mentorship and workplace culture. - Nadell argues businesses lose ground when women lose ground in leadership. - She says organizations that fail to support women leaders risk weakening their future leadership pipeline.

What happened: - Nadell, creator of Called to All Of It and author of Wired to Lead: Being the Leader the Church Didn't Think You Could Be, responded to new leadership data showing a decline in women’s representation. - Women now hold 31% of senior leadership positions in the United States, down from 34% in 2025 and 35% in 2024. - Globally, women make up more than 41% of the workforce but hold only 28% of leadership roles. - Nadell said companies must move beyond symbolic diversity efforts and create workplaces where women can thrive long term.

The details: - The research points to the “glass cliff” phenomenon, economic uncertainty and heavier scrutiny after women reach leadership roles as contributors to the decline. - Women are often appointed to leadership during periods of organizational instability, when success is less likely and criticism is more intense. - Economic slowdowns can reduce advancement opportunities and make executive retention harder. - Nadell said burnout is another factor because many women carry competing demands at work and at home without enough support. - Nadell created Called to All Of It as a coaching and community program for women who want to lead with confidence without sacrificing their careers, families or faith. - The program focuses on burnout recovery, resilience and leadership rooted in purpose rather than exhaustion. - More information is available in the program link. - Nadell also directs readers to her website.

Between the lines: - Nadell’s message reframes women’s advancement as an operational issue, not a cultural extra. - Her argument suggests that “diversity” efforts without mentorship, sponsorship and fair evaluation can leave women more exposed, not more supported. - She says representation matters because women who see other women in leadership are more likely to believe those roles are achievable.

What's next: - Nadell is urging employers to create transparent promotion paths, expand mentorship and sponsorship, apply equitable evaluation standards and prepare women for leadership before vacancies open. - She is available for interviews. - Nadell says stronger support systems can help women thrive personally and professionally while strengthening organizations over time.

The bottom line: - Nadell’s warning is simple: companies that ignore the decline in women leaders may undermine their own future leadership strength.