Women in Leadership: An Explorative Study on Why Women Leave Professional Service Firms Right Before Leadership Levels

Abstract

This thesis explores the various barriers to women’s advancement into leadership positions within Professional Service Firms (PSFs), with a specific focus on the case company Ramboll, a leading global engineering and consultancy firm. Despite entering these firms with comparable qualifications to their male counterparts, women are less likely to ascend to leadership positions, often leaving before reaching these levels. This thesis combines empirical research conducted within Ramboll and an extensive review of existing literature to uncover the multifaceted challenges women face in PSFs. Our methodology included qualitative interviews, observations and analysis of organizational documents & media to capture a nuanced understanding of the cultural and structural dynamics at play. Key findings indicate that while women are well-represented at lower levels, their numbers dwindle at leadership level due to factors such as implicit gender biases, a lack of female role models in top positions and organizational cultures that do not recognize or reward the “invisible work” predominantly undertaken by women. These challenges are compounded by systemic issues like biased performance evaluations and insufficient mentorship and sponsorship. This thesis provides a dual contribution to both theory and practice. Theoretically, it enriches the discussion on gender dynamics within PSFs by illustrating how systemic biases and cultural norms inhibit women’s career trajectories. Practically, it offers actionable strategies aimed at fostering increased gender diversity and inclusion, emphasizing the need for PSFs similar to Ramboll to rethink their leadership development and retention strategies to create more equitable environments. This work not only proposes ways that Ramboll can enhance its organizational practices, it also serves as a model for other PSFs seeking to support and advance women into leadership levels. Through this research, we aim to contribute to a broader understanding of the barriers women meet in their career progression in PSFs and to suggest meaningful ways to address these challenges.