Five ways policymakers and political parties can nurture women leaders

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Five ways policymakers and political parties can nurture women leaders

March 29th, 2021

New research from Westminster Foundation for Democracy sheds light on women’s motivations for getting into formal politics: many women emphasise a desire to make a positive difference to the world. What is more, their decisions to embark on a career in politics are also shaped by exposure to political issues, as well as their experiences.

This report, ‘Women’s political careers: where do leaders come from?’ builds on research that has demonstrated that women’s leadership has a positive impact on democracy. It highlights the specific, gendered barriers which stand in between women and political careers. First, pervasive and increasing violence against women in politics. Second, financial barriers, which are particularly likely to affect women from socio-economically disadvantaged backgrounds; Third, attitudes towards women’s leadership in relation to gendered norms related to caring and domestic roles, and the practical challenges of managing multiple responsibilities.

Armed with this knowledge, political parties and policymakers need to provide support in five key areas to ensure that more women are able to choose the path of political leadership.

1. Political apprenticeships

All interviewees considered that political apprenticeships were vital in developing their skills for leadership, including communication and interpersonal skills as well as policy-related knowledge, and in broadening their understanding of the realities of political life. For others, working within a political party demonstrated their commitment to the cause and enabled them to build up organisational resources and networks that supported their bid for political office.

Policymakers should invest in opportunities for paid work experience for women interested in political leadership, particularly prioritising supporting women most under-represented in leadership positions and those who do not have existing access to networks that connect them with these opportunities. Ensuring that these opportunities have flexibility embedded in them would allow those with multiple responsibilities to benefit from them.

2. Targeted leadership development

Political skills were also strengthened as part of formal political leadership development programmes, such as the Jo Cox Women in Leadership programme. A fifth of interviewees also identified student politics and activism as having developed their leadership by building their experience of creating policies and mobilising for collective action.

Political parties should invest in ongoing and embedded leadership development programmes, which support the growth of women’s political skills including communication and interpersonal skills as well as policy-related knowledge. These programmes can also encourage consideration of women’s political purpose and build networks and resources that women will need to successfully become candidates for election.

“You’ve got to really know yourself, really work out whether this is what you want to do and if you’ve got the stomach for it.” Rushanara Ali MP, United Kingdom

 3. Family preparation and inclusion

 Family attitudes and support – both practical and emotional – were an important feature in enabling women to prepare for political leadership. Women referred to experience and skills that family had supported them to develop, and to the confidence that their families had given them through their belief in their ability to become a political leader. In addition, the necessity of practical support was consistently noted.

“You have got to have a supportive partner no matter what your gender or sexuality, they’ve got to be supportive of what you’re doing, and they’ve got to be equally willing to sacrifice quite a bit.” Nickie Aiken MP, United Kingdom

The development of preparation courses and networks to support the family members of aspiring political leaders could provide additional preparation, encouragement and resources needed that would assist women to act on their impetus for political leadership.

4. Sponsorship and mentorship

Sponsorship and mentoring prepared women by highlighting the requirements of political roles and supported women to build up networks to support their candidacies. Many women mentioned having been asked more than once to stand for office, and that having multiple sponsors provided women with the certainty that their leadership was needed and supported. Ongoing mentorship was critical to preparing for candidate selection and campaigns and reduced the likelihood of women dropping out at this point.

Therefore, long-term sponsorship programmes are needed to de-mystify the political process and to address fears and concerns that motivated women may have. Mentorship should also recognise that support and skill development needs to adapt to the different stages on the pathway to political leadership.

5. Targeted financial support and funding:

Governments and political parties should continue to reduce the cost of campaigning, but there also needs to be targeted and individual support designed to reach women who have the desire to enter leadership roles but face financial barriers to acting on this motivation. This financing needs to address the additional expenses incurred as a result of candidates’ other responsibilities, such as money to help pay for additional childcare that would allow them to invest time in their political work.

These recommendations are not all-inclusive, and the need for wider systemic change is essential. These reforms are urgent in order to break down barriers, fully address violence against women in politics and gendered norms that influence women’s responsibilities and limit their ability to participate in political life.

If you are interested in reading more about women’s political careers, and particularly how women adapt to the realities of political life once elected, look out for our second report in this series: Women’s Political Careers: Leadership in Practice.


Dr Rebecca Gordon is Research Fellow in Leadership for Inclusive and Democratic Politics at the University of Birmingham. She is one of the authors of WFD’s report Women’s Political Careers: Where do leaders come from?

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