How Inclusive Cultures Drive Organisational Success
At Synthosys, we understand that organisations thrive when women have the opportunity to lead. Yet, systemic challenges continue to hinder progress. According to the FTSE Women Leaders Review 2024, only 15% of executive positions are held by women. This gap is not just a statistic—it’s a call to action.
We partner with women leaders and organisations to dismantle these barriers through tailored leadership coaching, culture assessments, and strategic interventions. By addressing unconscious biases, workplace dynamics, and organisational structures, we create inclusive environments where women can excel, lead, and transform industries.
Read the full article below and explore how we can work together to build leadership that works for everyone.
Allyship in Action: Joining Forces for Equality
My Journey from Doubt to Success
Growing up in Italy, I had no female role models in professional careers within my family. My grandmother was obliged to marry young, dedicating her life to raising children and managing the household. My mother was compelled by her father to stop working after marriage, leaving me with limited expectations about my career prospects. Back then, Italian society was governed by patriarchal traditions.
My struggles in school didn't improve matters. By the eighth grade, my teachers recommended hospitality school, forecasting a career as a waitress for me.
Nevertheless, I harboured a strong passion for psychology. I joined a social sciences and humanities track but missed a year because I lacked "foundational skills”. Back then, I was perceived as a lost cause, lacking motivation. Teachers often say, "She has potential, but she doesn't put in the effort”. It wasn't until I moved to the UK and was 34 years old that I discovered my severe dyslexia. The diagnosis provided immense relief from the feelings of shame and worthlessness that had accompanied me throughout my entire life. Unaware of my dyslexia, I still completed my A-levels with respectable grades and was accepted into one of Italy's best psychology programmes, where I studied neuroscience and cognitive psychology. Within four years, I shattered the first glass ceiling in my family by becoming the first to graduate. This achievement inspired some of my cousins to believe in their potential too.
Upon completing my bachelor's degree, I felt directionless and without clear objectives. I was in a stifling, abusive relationship that further isolated me. Nevertheless, I found the strength to leave and motivated myself to pursue a master's degree in community psychology, discovering a passion for group settings. I became a psychologist and spent another four years specialising in group analysis.
Along the way, I met a wonderful man who believed in me, even during my moments of self-doubt. Together, we moved to the UK, where my Italian colleagues doubted my ability to work as a psychologist in a different language and suggested I seek other employment before pursuing a psychology career. Yet within two years, I secured a position with the NHS, eventually becoming a team leader in a forensic hospital in the private sector. Following this, my husband and I dared to start our firm to foster a workplace culture free of discrimination and inequality, where everyone, particularly women, can thrive.
If I could tell my younger self about my achievements, she would be incredulous. I wish I could tell her: You can do anything you set your mind to!
Breaking the Cycle
I believe many women will find my story relatable. reveal the daily challenges women face in the workplace, particularly in obtaining strategic roles in large influential companies.
In reflecting on my journey, I've grown keenly aware of the self-fulfilling prophecies frequently placed upon young girls. Ford, a former U.S. President, suggested that the first female president would take office following the death of a male president, having been the vice president. His prediction proved quite accurate in light of the actions Harris took after Biden decided to end his presidential run. This sentiment reflects the challenges women face in leadership roles worldwide. We are often the backup plan; we step in only when all else fails. And we must succeed or face relentless criticism.
In our society, statistics reveal that women occupy fewer positions in the UK than men. In 2011, when I was 25 years old, only 9.5% of FTSE 350 board members were women. By 2023, women had reached 42% board presence in the FTSE 350, but only 31% in the top 50 companies. Despite twelve years of progress, we still cannot show young women equal representation in the UK's most influential companies. The disparity becomes more pronounced at the highest level. In 2011, the FTSE 350 had 15 women CEOs; as of today, that number has only increased to 21. Women frequently have to adopt male leadership traits to succeed, thereby renouncing their own qualities. Women are generally educated to be more empathetic and emotionally intelligent due to their upbringing—traits that are excellent for leadership!
Studies also show that women are less likely to apply for new positions. A Hewlett Packard study revealed that women usually apply for a job only when they meet all the requirements, whereas men apply (and often get hired) when they meet about 60%. Furthermore, women are less likely to negotiate for higher pay, with just 7% negotiating their first salary versus 57% of men. Coffman et al.'s research discovered that women are approximately 20% less likely to apply than men, even when qualifications are the same.
A 2021 study by the Office for National Statistics (ONS) found that women in the UK were more likely than men to reduce their working hours or leave employment entirely due to childcare responsibilities. It found that women were almost three times more likely than men to work part-time, with 40.1% of women doing so versus 13.1% of men. Additionally, the gender pay gap for full-time employees in the UK was 7.9% in 2021, indicating that women continue to earn less than men on average.
Women's decisions to reduce or quit their jobs are sometimes influenced by the bias that they are more capable of caregiving. Nonetheless, because of the difficulties women encounter in securing better pay, even families without this bias are frequently compelled to decide based on economic factors.
These elements foster the widespread feeling of impostor syndrome, with women grappling to balance home and career responsibilities, frequently feeling guilty about not doing enough for their families. Once again, women are expected to address these issues on their own. While heightened awareness has garnered more allies, this remains a cultural issue, not merely a women's issue. Achieving true equality for every minority requires everyone's participation.
Empowering Change
With these challenges in mind, we founded our organisational development consultancy firm, Synthosys, focusing on transformative culture change.
We aim to create environments where all individuals, especially women, can learn to embrace their strengths and break free from societal limitations. We address more than just surface-level issues, exploring the unconscious processes that influence workplace culture. We aim to create psychologically healthy work environments that promote resilience and adaptability, benefiting both individuals and organisations.
Our goal is to cultivate sustainable leadership practices that promote long-term organisational health, resilience, and success while creating spaces where women can thrive and overcome the obstacles they often face in the workplace.
We use techniques borrowed from clinical practice to uncover unconscious aspects governing group relations in the work setting, such as biases and prejudices about women, which influence our actions and decisions without our awareness.
We are all called to embark on a personal journey of deconstruction to make the working world (and beyond) accessible and sustainable for every human being. This can be done by engaging in conversations with women (your wives, mothers, daughters) about their difficulties in the working world, pursuing personal journeys of therapy, or engaging in leadership that is attentive and empathetic to these issues. Small daily actions, starting with dialogue and personal awareness of these issues, can truly make a difference.
Conclusion
My story is a testament to the power of perseverance, passion, and the strength of relationships free from bias. I moved forward in my life thanks to my passion and the supportive relationships I encountered along the way. However, the feelings of not being enough or not deserving of my success are sentiments that many women, including myself, experience. By addressing the systemic issues women face in the workforce, I am committed to fostering a future where gender equality is not just an aspiration but a reality. Together, we can create a world where every woman has the opportunity to reach her full potential, free from doubt, fear, and societal constraints. It's time to rewrite the narrative and empower all individuals, regardless of gender or background, to pursue their dreams and make their mark on the world. By challenging stereotypes, promoting inclusive policies, and supporting each other, we can build a more equitable society where everyone's talents are recognised and valued.
By Vanessa Pozzali
Co-founder of Synthosys, psychologist and psychotherapist.
Women in Leadership: Breaking Barriers & Driving Change - Summary
Women continue to face systemic barriers in leadership, despite progress in workplace diversity. With only 15% of executive positions held by women in FTSE companies, the gender gap remains a pressing issue. At Synthosys, we work alongside organisations and women leaders to dismantle these barriers through leadership coaching, culture assessments, and strategic interventions. By addressing unconscious biases and workplace dynamics, we create inclusive environments where women can thrive, lead, and transform industries.
In this article, Dr. Vanessa Pozzali shares her personal journey—from overcoming societal expectations and undiagnosed dyslexia to becoming a leader in psychology and co-founding Synthosys. Her story highlights the challenges women face in leadership, from self-doubt and imposter syndrome to systemic bias and workplace inequalities. More importantly, it explores how we can foster inclusive leadership cultures to empower women and drive organisational success.
Women in Leadership: Breaking Barriers & Driving Change - Key Takeaways
✅ Women remain underrepresented in leadership—only 21 of FTSE 350 CEOs are women, reflecting deep-rooted workplace inequalities.
✅ Unconscious biases and systemic barriers hinder women’s career progression, often forcing them to adopt male leadership traits to succeed.
✅ Imposter syndrome & self-doubt disproportionately affect women, making them less likely to apply for leadership roles or negotiate for higher salaries.
✅ Workplace culture must change—organisations need inclusive leadership strategies, coaching programs, and culture assessments to break gender barriers.
✅ Allyship and advocacy matter—gender equality isn’t just a women’s issue, it’s a cultural and organisational responsibility.
