Class of 2026
In the MBA program at the Wisconsin School of Business, there are driven, talented and high-achieving individuals who are “trusted to lead” in competitive environments. Developing future leaders means more than mastering the strategy and analytics. Rather, it’s about building a culture where everyone can succeed. Women in business often are navigating additional layers of complexity, where balancing personal goals while advancing your career are not always supported. As a Forté Fellow and woman passionate about equity in leadership, I want to make an impact in this space, which is why I ran for the board of Graduate Women in Business (GWIB) and now serve as the Communications Chair.
In this role, I’ve had the opportunity to create and promote events that align with GWIB’s mission to provide a supportive network of members in the community, giving space to discuss and learn about relevant issues facing women in business, and advance the education and promotion of these women. This year, we met as a board to create and plan events that supported this mission. Without a doubt, the highlight of our year was our Women’s Empowerment Panel, which brought together professional women from a variety of industries and roles to talk about self-advocacy, work-life integration, and lifting each other up. They brought so much real-world insight to the challenges—and opportunities—women face in the workforce today. The panel was made up of a powerhouse of leaders, who each brought a unique perspective and voice to the conversation. They talked openly about the struggles behind their successes, making the talk authentic and insightful.
Work-Life Balance: Support Systems and Setting Boundaries
One of the most honest and validating parts of the panel was hearing how the speakers navigate work-life balance, especially as working parents. Many of the women had toddlers (or multiple), and they emphasized the importance of having support systems in place, both personally and professionally. This conversation spanned beyond just maternal presence; many of the speakers pointed out that caregiving is often defined as the mother’s responsibility, not only at home, but in how employers perceive and respond to parental responsibilities. For example, when there is a sick child at home, the default expectation typically falls on the mother to take the day off, regardless of who’s more available or whether both parents are working. One panelist described how, in many workplaces, a mother’s request for flexibility is met with understanding, while a father’s similar request may be discouraged. This imbalance emphasizes how traditional gender norms continue to shape how caregiving responsibilities are perceived. From a human resources perspective, this reinforces the need for more equitable, family-supportive workplace cultures, such as parental leave, rather than distinguishing between maternal and paternal leaves. We need to create equitable work environments, which expect and support caregiving roles across the board. When organizations adopt this mindset, it allows women to set healthy boundaries without fear of judgement or penalty.
Mentorship and Allyship in Male-Dominated Spaces
The discussion also centered around how women can support each other, especially in industries and leadership that are primarily male dominated. The panelists shared advice about finding mentors, both formal and informal, who can offer guidance, help you build confidence, and create room for you at the table. The women on the panel emphasized how crucial it is to view each other as allies. So often, women are pitted against each other, whether that be for recognition, leadership roles, or perceived limited opportunities. While business is competitive by nature, it’s so important to view each other as allies because success isn’t a solo pursuit. In all fields, but especially those where women are less represented, women need to show up for each other. When we collaborate, advocate, and uplift each other, we can expand the opportunities for all our successes.
Importantly, this conversation does not stop at women supporting women. The panelists also emphasized how crucial it is for men to create equitable and supportive workplaces. Male allies can and should use their influence to advocate for women, sponsor them, and change the gender biases that exist. Building a more inclusive environment is not just a “women’s issue” but rather a collective responsibility shared by all of us. Creating this culture of support requires us to shift away from the idea that success is limited and recognize that we can empower each other to grow and lead together.
Cultivating Confidence and Self-Advocacy
The last major theme I took away from the panel discussion was about gaining confidence to make your voice heard, especially when you are one of few women in a leadership position or at a company. The women on the panel spoke candidly about how they learned to advocate for themselves, ask for what they want, and speak with conviction. For one panelist, being the only woman in the meeting created an interesting kind of influence, where male colleagues were less likely to challenge her ideas directly, giving her space to take the lead on decisions. She was able to assert her perspective without much pushback. For others, being the only woman meant having to work harder to prove themselves. However, advocating for yourself, asking for what you want, and knowing your value were consistent themes across everyone’s experiences. Confidence is developed over time, and it grows stronger when you have a community that supports you and affirms your voice. This part of the discussion emphasized the fact that you don’t always need to have the right answer, but you do need to have the courage to speak up, ask for more, and support others in doing the same.
While this panel was just a single event, the lessons we took away will carry us forward in our careers. GWIB is so important in giving women space to share their experiences, support each other, and build each other up. As future leaders, we have the opportunity and responsibility to reshape the workforce. Whether it’s advocating for more equitable policies or amplifying underrepresented voices, we are building our futures. GWIB continues to be a space where that begins, and I’m so proud to be part of it.