Reflecting on my leadership journey, one of the most transformative experiences has been working alongside incarcerated and formerly incarcerated women. These women have challenged my views of resilience, strength and what it means to lead. Decades of research on women in leadership confirm what I’ve seen firsthand: When women lead, organizations become stronger, more collaborative and more resilient. Their presence reshapes how we work together, fostering environments where human connection and empathy drive business results and cultural change.
Resilience as Leadership’s Core Strength
Where many people see vulnerability, I see resilience — a strength forged through lived experiences. Psychological research shows that women in leadership foster higher productivity and deeper organizational commitment. These qualities translate into powerful, authentic interactions, building team trust and transparency.
In my experience, women who have faced incarceration redefine resilience. For them, it’s not just about bouncing back — it’s about standing firm in purpose despite overwhelming odds. Their openness about past mistakes and their determination to rebuild have profoundly influenced my understanding of leadership. Resilience, I’ve learned, is more than a trait — it’s necessary for effective, sustainable leadership.
A Demand for Dignity
In society and in the workplace, assertiveness in women is often labeled aggressive or disruptive, while the same trait is celebrated as decisiveness in men. Research confirms this double standard: Women frequently pay a penalty for being ambitious or assertive. The McKinsey 2024 Women in the Workplace Report highlights how gender biases continue to hinder women’s advancement, affecting their representation at every organizational level.
In women who have navigated incarceration and emerged to lead, assertiveness has a different meaning. Their advocacy is not disruptive; it is a demand for dignity — a way to reclaim their voice and assert their value. They remind us that leadership is not about wielding authority but about elevating and acknowledging diverse perspectives. Empowering women to challenge the status quo doesn’t weaken organizations; it enhances them by fostering cultures of mutual respect and accountability.
Radical Potential Beyond Negative Perceptions
Concerns about hiring formerly incarcerated women often focus on perceived brokenness, risk and negative stereotypes. Yet, what I’ve witnessed — and what research supports — is that this supposed brokenness is a wellspring of radical potential. Rather than dwelling on their pasts, these women bring creativity and problem-solving skills honed through navigating life’s harshest challenges.
A 2021 study by social psychologist Mansi P. Joshi found that women in leadership positions inspire trust and fairness within organizations. This trust isn’t confined to specific industries or roles — it reshapes entire cultures. The women I’ve worked with demonstrate this potential, challenging the notion that leadership must fit a conventional mold. They show that innovation often emerges from the margins and that our greatest assets may come from the most unexpected places.
The Untamed Leadership of Women Navigating Systemic Barriers
Leadership only sometimes looks polished or refined; sometimes, it’s raw, unfiltered and shaped by immense obstacles. Many women who have faced incarceration bring emotional intensity and determination that some interpret as volatility. However, studies, such as those by organizational psychologist Anita Williams Woolley, show that women enhance group dynamics, enabling better decision-making and problem-solving.
The assertiveness and drive these women exhibit aren’t signs of volatility but rather untamed leadership — an emerging power navigating a system that wasn’t built for them. Their approach may be unpolished, but it’s rooted in authenticity. Leadership requires making room for genuine expression and recognizing that the raw, unfiltered drive of a determined leader can push an organization to new heights.
An Unstoppable Will to Survive as a Catalyst for Change
The women I have worked with who have faced incarceration have an unstoppable will to survive and the resilience and commitment to rise above circumstances designed to hold them back. Their drive to thrive despite systemic barriers is unmatched.
The “broken rung” phenomenon identified in McKinsey’s Women in the Workplace report reveals that for every 100 men promoted to management, only 81 women achieve the same. For women who’ve faced incarceration, these barriers are even steeper. Yet, their determination persists. As Billie Jean King said, “You have to see it to be it.” These women show what’s possible, breaking barriers and rewriting narratives for others to follow.
Empowering Women for a Broader Cultural Shift
Creating opportunities for women to lead, particularly those who have faced incarceration, isn’t just about closing gender gaps. It’s about redefining leadership models to be more inclusive, empathetic and effective. Early identification of leadership potential, mentorship and sponsorship are essential steps. These lessons apply universally: Leadership is most impactful when it elevates diverse voices and fosters environments where everyone has the opportunity to thrive.
The women I’ve worked with remind me daily that leadership isn’t about perfection — it’s about resilience, authenticity and connection. Their journeys inspire me to rethink what leadership can be and to commit to building pathways for others to succeed. By empowering women to lead, we create a more equitable and innovative future for all.
Vince Barsolo is CEO of Televerde, a global revenue creation partner supporting marketing, sales and customer success for B2B businesses around the world. A purpose-built company, Televerde believes in second-chance employment and strives to help disempowered people find their voice and reach their human potential.
Did You Know: A 2022 study found that female CEOs in S&P 500 companies significantly influenced organizational language, shifting perceptions of women’s competence and agency. This change challenges deep-seated stereotypes and fosters more equitable workplace cultures.
