By Verena Hefti MBE, CEO Leaders Plus
Leadership in the charity sector is a critical force for social change, yet it often mirrors the inequalities it seeks to address. Consider this: only 34% of the 100 largest UK charities are led by women, even though women make up 68% of the workforce. A glaring gap—and the elephant in the room is childcare responsibilities. For CEOs and aspiring leaders who are parents, especially mothers, these responsibilities significantly impact career progression.
According to research by social enterprise Leaders Plus , 60% of working parents have decided against applying for a promotion due to their caring roles. This isn’t due to a lack of ambition; 86% of these parents expressed a strong desire to advance to senior leadership roles. The stark reality is that achieving gender equality in senior charity leadership will remain a pipe dream unless we make it possible for individuals to combine a senior career with childcare responsibilities.
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So, how do we break this barrier? By challenging misconceptions and building support systems that empower parents to thrive in leadership roles. Here are three pervasive myths we need to debunk:
Myth 1: senior roles are too demanding for parents
Many people assume that being a CEO is incompatible with parenting due to the high demands of the job. While crises do require immediate attention—like a CEO ensuring staff safety during riots – senior roles often come with tremendous flexibility.
Guests on the Big Careers, Small Children podcast, including Sonia Sudhakar (Royal Mail), Angela McConville (NCT), and Dominic Holmes (Kilgannon Law), all mentors on the Leaders Plus Fellowship, shared that being in charge of their own schedules allows them to balance work and family responsibilities more effectively. The workload may not be heavier, but accountabilities shift—a dynamic that many leaders find manageable with proper support.
Myth 2: you need to hide your child to look like a leader
Stereotypes about leadership persist, often associating qualities like authority and vision exclusively with men. Research cited by Dr. Dempsey illustrates that when people picture a leader, they often default to a male image.
Stories like Sarah Elliot’s, NCVO CEO, mother and mentor of working parents via Leaders Plus calls on others to “put in your calendar when you’re picking up the kids at 3pm or spending an hour in the morning watching the school class assembly” are essential to dismantling these biases. By openly embracing both their leadership and parenting identities, individuals like Sarah show that being a CEO and a caregiver aren’t mutually exclusive.
Myth 3: CEO roles must be full-time
Not every CEO position requires a full-time commitment. Many fast-growing charities are led by job-sharing CEOs, while others work reduced hours. For instance, Susannah Hardyman led Action Tutoring to national prominence while working a four-day week. Even in other sectors, leaders like the co-CEOs of Swiss private bank Vontobel prove that job sharing at the highest level is not only possible but highly effective.
Creating spaces and systems for success
For charity CEOs with children, role models and blueprints are scarce. This is where engineered spaces for peer support, like the Leaders Plus Senior Directors Fellowship, become invaluable. The Fellowship provides opportunities to connect with other senior leaders who are parents, access fireside chats with accomplished CEOs, and develop strategies to thrive in both career and family life.
The programme has speakers including influential charity leaders and senior directors, previous speakers included for example Angela McConville CEO of NCT, alongside speakers from outside the sector. It is designed to foster a supportive community that redefines what it means to lead while parenting.
Practical strategies for balancing leadership and parenthood
For leaders seeking to balance career ambitions with caregiving responsibilities, here are some actionable strategies:
Focus on value-add
Reflect on the past six months and identify where your decisions or actions made the biggest difference for your charity. Prioritizing these areas helps you focus on high-impact activities while protecting time for family.
Build a home support system
Whether it’s hiring paid help or leaning on a nearby family member, having a robust system at home is crucial, regardless of whether you happen to be a solo parent or are in a relationship. Innovative ideas mentioned at one of the intimate Leaders Plus Fireside chat include the CEO of one of the top 100 CEO charities divulging that as a single parent having a trusted taxi driver to take her children to activities made all the difference to her. CEOs often credit their success to choosing life partners who actively share the mental load.
Challenge stereotypes
Refuse to conform to outdated societal expectations of what a parent or leader should look like. Many Leaders Plus Fellows exemplify this by embracing their dual roles unapologetically.
Join the movement
If you’re a CEO or aspiring leader with children, the Leaders Plus Senior Directors Fellowship is here to help you succeed. It’s a space designed to connect senior leaders who are parents, share experiences, and redefine leadership norms.
At Leaders Plus, we believe that advancing your career and being an engaged parent are not mutually exclusive. Join us in creating a future where the charity sector leads the way in gender equality and inclusive leadership. Learn more or get in touch with Hayley Alderman.
