For many women in the workplace, success isn’t just about performance - it’s about perseverance. Especially when they’re the only woman at the table.

Despite decades of progress, women remain significantly underrepresented in senior leadership and high-power roles. In the UK, only 9.7% of executive directors at FTSE 100 companies are women (Cranfield School of Management). Globally, women hold just 29% of C-suite roles (McKinsey & Company). This underrepresentation not only limits women’s career trajectories - it places a heavy emotional burden on those breaking barriers.

The Reality of Being 'The Only'

Women who are the only female presence in a professional setting often carry an unspoken emotional load. Research from LeanIn.Org and McKinsey reveals that one in five women frequently find themselves as “the only” in the room - and these women are twice as likely to be mistaken for someone more junior, or have to prove their competence more often than their male peers (Women in the Workplace Report, 2023).

“There's definitely a lot of times where I am the only woman in the room, and there's a feeling of pressure to fit in with the men.” – Anonymous woman, entry level (LeanIn)

This constant self-monitoring and code-switching takes its toll. The result? Higher burnout, lower engagement, and - too often - a decision to step away from leadership pipelines.

The Emotional Labour Behind Representation

While workplace emotional labour is rarely listed in a job description, it’s a daily demand for many women. Whether it’s mentoring other women, mediating conflicts, or being expected to champion diversity initiatives, these additional responsibilities often fall on the shoulders of women - especially those in minority roles.

• Women do 29% more “office housework” like taking notes or organising team events, than men (Forbes).

These are tasks that benefit the entire organization - but the personal cost is real, and often invisible.

The Isolation That Slows Careers

The absence of peers with shared experiences can create a sense of professional loneliness. According to a Harvard Business Review study, women who are “the only” are more likely to feel like outsiders and less likely to have access to influential sponsors or networks (HBR, 2020).

This isolation not only affects mental health - it slows career progression. Without senior mentors or advocates, women are more likely to be overlooked for high-impact projects and leadership opportunities.

Why Businesses Should Care

Companies often talk about diversity, but without inclusion, diversity efforts falter. When women are left to carry the emotional burden of underrepresentation alone, businesses miss out on their full leadership potential.

According to Deloitte, organizations with inclusive cultures are six times more likely to be innovative and eight times more likely to achieve better business outcomes (Deloitte, 2018).

If we want workplaces where women thrive, not just survive, we need to go beyond representation and create environments that genuinely support their presence and leadership.

How We Can Close the Gap

Recognise Emotional Labour

• Leaders must acknowledge and reward the unseen work women do to uphold inclusive and collaborative cultures.

Build Stronger Support Networks

• Creating mentorship, sponsorship, and peer connection programs helps ensure that women aren’t navigating leadership journeys alone.

Challenge Stereotypes Actively

• Teams should be trained to interrupt unconscious bias, normalize different leadership styles, and avoid placing undue emotional expectations on women leaders.

Measure and Mitigate Isolation

• Use internal surveys and data to track who feels excluded - and act on the insights to foster equity and belonging.

When we transform the experience of being "the only" into one of being "the first of many," we shift from tokenism to true leadership. Let’s commit to making emotional inclusion a workplace standard - not a personal burden.