Women Leaders in Utah: Making Strides but the Road Is Long

We New Yorkers know what it’s like to hustle, and the women out in Utah are in the thick of it, breaking new ground in business leadership. The Utah Women & Leadership Project (UWLP) at Utah State University just dropped another bombshell, updating us on women’s progress—or the lack of it—in Utah’s corporate suites.

The Report Card: Less Dismal, Still Daunting

Let me just lay it out for you. Back in 2018, only 4.7% of CEOs in Utah were women. Fast forward six years, and that number has climbed to 9.6%. Kudos to progress, however slight! This information comes straight from U.S.U.’s UWLP, which pulled data from over 2,000 firms through the Utah Department of Workforce Services’ FirmFind. The 2024 research report further noted that within the larger scope of top leadership positions (CEO, president, top manager), women’s representation rose to 20.4%.

Table: Women in Leadership: Then and Now

While that’s cause for a hopeful toast, Utah still has a long, winding road ahead to elevate women in the workplace.

Cracking the Glass Ceiling: Industry Insights

Let’s talk industry breakdowns. If you’re a woman eyeing the CEO seat, you might want to stick with educational services (28.6%), healthcare and social assistance (24.4%), or accommodation and food services (20.7%). But if you’re thinking real estate or finance, you might hit a wall: these industries reported some of the lowest numbers for women CEOs. Heck, the real estate, rental, and leasing sector hit rock bottom with a big fat zero.

Boardrooms: Opening Doors, Slowly

While the big guns—CEOs, presidents, and such—are still predominantly male, the boardrooms are slowly warming up to diversity. In 2018, women chaired 7% of corporate boards. Now? 12.1%. Boards led by women were also more likely to have female directors and company CEOs, offering a glimmer of hope for those waiting in the wings.

Strategies for Elevating Women

“The good ol’ boys club,” as they call it, still looms large. Some say finding qualified women for top roles just isn’t easy—though others argue these women simply aren’t being spotlighted enough, rather than lacking qualifications. Madsen and her team have strategies for this:

• Create a Pipeline: Develop women leaders with education and new roles.
• Promote Male Allies: Encourage men to support women in top roles.
• Expand Candidate Pools: Consider non-CEOs for board director roles.
• Rethink Company Policies: Make systemic changes for recruiting and retaining women.

The Road Forward: Actionable Steps

The UWLP has mapped out a road of strategies for companies to drive higher representation of women at the top echelons. It’s time to build pipelines, educate male allies, and rethink company practices. This approach could encourage Utah businesses to elevate women in leadership roles. That’s not just good PR; it’s smart business, especially in a globally competitive economy.

In the words of Susan Madsen, “This will add more value to Utah organizations.” Well said, Susan. Because let’s face it, folks—every dealt card counts in this game of corporate success.

Read the full report here.

Co-Authors: Shirlayne Quayle of PowerLane Podcast, and Robyn Blackburn, UWLP Research Fellow.