Breaking Barriers: Exploring Female Founders in Life Sciences and Recruitment
The new year is in full swing and the conversation around diversity and inclusion in business needs to remain critical particularly in industries such as life sciences, where female representation at the leadership level has historically lagged behind. While progress is being made, the statistics on female founders in these sectors still reveal significant room for improvement.
When I reflect on my own journey as a co-founder of Nexa (yes, the % of female founders and leaders in recruitment is on a par with Life Sciences) I can’t help but consider the broader factors that might contribute to the underrepresentation of women in these spaces. Among them I believe imposter syndrome (please see my previous article if you haven’t already! 😊) plays a notable role, one that is often under-discussed but deeply felt by many women in business.
Women as Founders: The Statistics
Despite women making up a significant portion of the workforce in life sciences, the leadership gap persists. According to industry reports, women hold just a small percentage of CEO and founder roles in biotech, pharma and medical technology companies. Similarly, in recruitment, a field where women are highly represented at the consultant level the number of women who ascend to founder or executive positions is disproportionately low.
The reasons for this disparity are multifaceted. Structural barriers such as unequal access to funding, limited mentorship opportunities and societal expectations around caregiving roles undoubtedly play a part. But on a more personal level, imposter syndrome, the persistent feeling of self-doubt despite evident competence could also be holding women back from pursuing entrepreneurial ambitions or stepping into leadership roles.
The Role of Imposter Syndrome
Imposter syndrome is particularly present among high-achieving women and its impact is amplified in male-dominated industries. The life sciences sector, for example, has long been associated with rigorous academic and professional standards, which can make even the most accomplished women question their qualifications. Similarly, in recruitment, where success often hinges on confidence, charisma and relationship-building, imposter syndrome can manifest as a reluctance to take the leap into entrepreneurship or to scale a business.
For many women, the stakes feel higher. There is an unspoken pressure to not just succeed but to exceed expectations and prove that women are equally capable of thriving in these industries. This pressure combined with the pervasive “fear of failure,” can lead to self-imposed limitations. Women may delay pursuing their entrepreneurial dreams, doubting their readiness or waiting for the elusive moment when they feel 100% qualified.
Changing the Narrative
If imposter syndrome is part of the problem, how do we begin to address it? For starters we need to normalise conversations around self-doubt and reframe it as a natural part of growth. Feeling uncertain or underqualified doesn’t mean you’re incapable; it means you are stepping into new territory and that is where innovation happens.
We also need to challenge the structural barriers that amplify these feelings. Increasing access to mentorship programs, funding opportunities and networks that support female founders is essential. Representation matters too. When women see others who look like them thriving in founder or executive roles, it sends a powerful message: If they can do it, so can I.
On a personal level I have found that surrounding myself with supportive colleagues and mentors has made a world of difference. When I have faced moments of self-doubt, their encouragement has helped me stay grounded and focused on the bigger picture.
Why More Women Founders Matter
The benefits of increasing the number of female founders in life sciences and recruitment go far beyond closing a gender gap. Diverse leadership teams have been shown to drive better decision-making, drive innovation and improve financial performance. Women bring unique perspectives and experiences that are invaluable, particularly in industries like life sciences, where understanding diverse patient populations is crucial.
In recruitment women founders have the opportunity to reshape an industry that is often perceived as transactional, by bringing a more relationship-driven and empathetic approach to the table. Businesses led by women are also more likely to prioritise workplace culture and diversity, creating a ripple effect that benefits employees, clients and the industry as a whole.
The Call to Action
To the women who are considering founding a business or stepping into a leadership role, let me say this: The world needs you. Your ideas, your perspectives and your leadership are vital not just to the industries you work in, but to the broader push for equality and progress.
Imposter syndrome may never fully go away, but it doesn’t have to hold you back. Embrace it as a sign that you are challenging yourself and pushing boundaries. Surround yourself with people who believe in you and your vision and remember that success doesn’t mean being perfect; it means showing up, learning and staying committed to your goals.
Here’s to empowering more women to take the leap in 2025 and beyond!
