Ask any woman in corporate if she enjoys receiving emails about “breaking barriers” for women. Chances are, she’s been inundated with invitations to workshops on how to lean in, make tough decisions, or strike the right balance with assertiveness. Sessions branded as “Women in Leadership” that we’re somehow expected to be grateful for. But ask her how she really feels about those emails, and you might hear the same response I have: I don’t need them.

So why is it that women are constantly offered extra training as if we need to prove ourselves worthy of leadership—something men aren’t asked to do?

The Myth of Breaking Barriers

It’s almost laughable that some believe hosting a few training sessions is the key to breaking barriers for women. If that were the case, wouldn’t those barriers have come crashing down by now? How many sessions have HR set up in the past year? Where are the results? Do we see a surge in women managers, women CEOs, or women leading key projects? Do we see women, instead of men in blazers, walking confidently through the office during client visits? The reality is, we don’t.

Perhaps the real barrier isn’t our lack of training—it’s the lack of timely promotion and recognition for women. Maybe what we really need isn’t another “Lean In” workshop but actual, meaningful opportunities. After all, if men are promoted based on potential while women must prove themselves repeatedly, isn’t that the real issue? Until companies decide to promote and pay women fairly, no amount of pink and purple invitations will ever truly break a barrier.

A report from the Economic Times confirms this bleak reality: “The challenge of advancing women’s leadership in Indian organizations is evident. At the entry level, women represent 28.7% of the workforce. But by the time they reach the managerial level, that number drops to 18.59%, and it continues to decline in leadership positions. Only 15.3% of C-suite roles are held by women.” So, despite the countless workshops, the numbers speak for themselves: No real barriers are being broken.

The real barrier isn’t our lack of training—it’s the lack of timely promotion and recognition for women.

Lean In—But For How Long?

It’s easy to tell women to lean in and ask for what they deserve. I used to believe in that approach. I thought that if I just worked hard, delivered quality results, and managed clients well, recognition would follow. But it doesn’t, does it?

Women lean in, only to have the goalposts moved every single time. We are worn down by constantly having to prove our worth, while promotions and recognition are handed to others without question. Many women, myself included, eventually grow tired of asking. How long can we chase after a dream that’s dangled just out of reach?

At some point, the disillusionment sets in. We realize that no matter how often we lean in, our voices are not heard, our efforts are not rewarded, and the promotions we seek are not tied to our abilities—but to arbitrary standards set by others.

The Illusion of Striking Balance

Corporate workshops preach about “making difficult choices” and “striking the right balance.” But let’s be clear: Women already make difficult choices every single day. Our workday doesn’t end when we leave the office. We juggle careers, homes, children, and personal lives, often without the help or support that men are afforded.

In fact, if anyone is an expert at managing stress, navigating packed schedules, and making tough decisions, it’s women. Yet we’re told we need special training to do what we’ve already been doing, simply because corporate leaders don’t see the invisible labor we perform daily. We don’t need more sessions on balance—we need fair recognition of the work we’re already doing, both at home and at the office.

The Corporate Illusion of Diversity

My biggest frustration is seeing endless programs designed to train women for leadership roles, while none exist for men. The unspoken message? That women need “extra help” to be worthy of promotion. But data tells a different story.

According to a report by Aon, in 2023, only one in nine women in corporate India received a promotion, compared to one in six men. The gender promotion gap is real, and no amount of diversity workshops will solve it. These programs are a façade, designed to make companies look good while avoiding the deeper, systemic changes needed to truly support women.

The Reality: Women Are Burning Out

The harsh reality is that women are often driven out of the workforce, not by a lack of skills, but by a lack of recognition, fair pay, and timely promotion. When a woman asks for better pay, she’s told to “prove herself” or that “there’s no budget.” When she requests a promotion, she’s told to take on more responsibilities—without compensation—and then denied once again.

A 2011 McKinsey report highlighted this very issue: men are promoted based on potential, while women are promoted based on past accomplishments. Even when we meet these impossible standards, we’re told there are no “slots” available. Maybe the next time we’re asked to go above and beyond, we should respond that we have no slots left for extra work. That seems only fair, right?

Corporate India has a gender promotion gap problem.

Time for Change

I don’t know about you, but I’m tired of the corporate charade of diversity. Tired of the endless training sessions that change nothing. Tired of leaning in, only to be ignored. It’s time for real change—change that comes from action, not empty words.

Maybe it’s time you feel tired too.