‘This is how we close leadership gaps,’ ServiceNow exec on how to encourage more women into C-suite roles

Over the last decade, the representation of women in C-suite positions has increased by 12 percentage points – from 17% in 2015 to 29% in 2024 – according to McKinsey’s latest Women in the Workplace report.

Although this does demonstrate progress, the report states that the pipeline “is not as healthy as the numbers suggest,” as women are still underrepresented in every level of the corporate ladder.

“Simply put, men outnumber women at every level,” the report reads.

Parity in the world isn’t expected to be reached for another five decades. Although this is a disheartening estimate, there are choices businesses can make to accelerate this within their company.

In an exclusive conversation with Katie Whitehouse, Senior People Director for Global People in EMEA at ServiceNow, UNLEASH finds out more.

Fostering environments for women to thrive in leadership positions

At ServiceNow, culture and inclusion are business priorities, to ensure belonging, flexibility, and equitable career growth are achieved – for all demographics. 

A key aspect of this commitment is the intentional support and development of women to step into leadership roles, creating pathways for their advancement across all levels of the organization.

One way in which this has been achieved is through the introduction of Employee Belonging Groups (EMG), which aim to foster a strong community of support and advocacy while giving underrepresented voices a platform. 

Since the inception of its EMG, ServiceNow has seen membership in these groups increase by 42%, reinforcing the interest employees have in creating an inclusive culture.

Inclusion isn’t just about numbers – it’s about creating an environment where everyone feels valued and empowered to succeed,” Whitehouse says. “We know that diverse and inclusive teams fuel innovation, retention, and company success, and we remain committed to making it a reality.”  

“Women need access to networks, advocates, and clear growth pathways – this is how we close leadership gaps. Mentorship is essential, but sponsorship is a game-changer. 

“Mentors provide guidance, but sponsors actively advocate for career opportunities, promotions, and leadership roles. Companies serious about gender diversity must institutionalize sponsorship, ensuring that women are seen, supported, and promoted into leadership roles.”

Utilizing AI to close the gender leadership gap

ServiceNow sees the value in fostering a culture of continuous learning and career development to ensure employees receive ongoing growth feedback and AI-driven career insights. 

Leveraging ethical AI throughout the hiring process is just one way in which this can be achieved – not only to remove any unconscious biases but to ensure a greater focus on skills-based candidates who have been selected with data-driven insights. 

AI-driven hiring tools can either reduce bias or reinforce it, the difference lies in how they are built and used,” Whitehouse explains.

“Companies must ensure AI models are trained on diverse data sets and are regularly audited for fairness.”

By combining human oversight, diverse AI training data, and continuous model evaluation, companies can prevent AI from replicating systemic biases and instead use it to create equitable hiring and advancement opportunities for all. 

“Through structured programs, inclusive hiring, and AI-powered skills development, ServiceNow ensures that women are not just included but empowered to thrive.” Whitehouse highlights. 

“Tech is about continual learning, growth, and adaptability. The biggest mistake women make is waiting until they feel that they tick 100% of the criteria for a role, while others apply when they meet only half the criteria.”

What’s more, AI and automation are transforming the workforce by removing traditional barriers and creating new career pathways for women. Women, especially those balancing work and caregiving responsibilities, benefit from more inclusive career growth opportunities. 

By introducing programs like RiseUp, ServiceNow is training one million individuals for digital careers, and NextGen, which provides structured learning and hiring pathways for underrepresented groups. 

“AI-driven skills intelligence ensures that career growth is personalized, accessible, and free from bias,” Whitehouse adds. “By shifting to skills-based hiring and equitable talent development, AI is unlocking new opportunities and helping women advance in tech and leadership roles. 

“Over the next five years, skills-based hiring, AI-driven career development, and continued flexible work policies will be key to increasing gender diversity in tech. 

“Traditional hiring methods often disadvantage women – and other underrepresented groups – by focusing on degrees or previous job titles rather than capabilities and potential. A skills-first approach, as championed by ServiceNow, removes bias and opens doors to more diverse talent.”

Whitehouse also highlights the importance of AI-driven learning and development, by stating that through skills intelligence, employees can receive personalized learning experiences tailored to their strengths and career aspirations. 

Technology can therefore help to identify potential career paths, suggest skill development opportunities, and provide real-time insights into emerging industry trends. 

Flexibility in work arrangements should be seen as a must-have – not a perk – to attract women to leadership roles, while ensuring that caregiving responsibilities don’t limit career growth. 

Concluding, Whitehead urges: “Your curiosity and resilience are your greatest assets and remember, comfort is the enemy of growth!

“So, be bold – apply for roles even if you don’t meet every requirement.”