I was recently asked to speak about the female CEO gender pay gap, and it prompted a wider reflection on leadership pathways. Something I frequently see in education leadership is women not putting themselves forward until they feel fully prepared. Research reflects this pattern, and the result is that talented women can self-select out of leadership pathways before they even begin. I had not considered a CEO role myself until I was approached directly.

If we want to change this, we need to rethink how leadership pathways are designed. Routes into executive roles often depend on prior experience of large-scale leadership, which is not always accessible within traditional structures. Creating clearer, more intentional pathways through mentoring, coaching and targeted development is essential.

Visibility also plays a critical role. When women can see and connect with female CEOs, it helps make those roles feel realistic and attainable. We need to ensure that the system enables more people to step forward with confidence.