In January, I joined Aurora, the Advance Higher Education leadership programme for women. But why I would need a women’s leadership programme? Wouldn’t it be seen as an unfair advantage over others who don’t have access to such programmes? Does this mean that I lack leadership skills and need extra support?

Leaders aren’t born, they are made

As Vince Lombardi wisely put it, ‘Leaders aren’t born, they are made’. Leadership development is essential for everyone, but the path to leadership isn’t the same for all. While traditional programmes focus on building leadership skills, they often overlook the unique barriers that women face in the workplace. Challenges such as the glass ceiling, the motherhood penalty, and the persistent pay and promotion gaps create additional hurdles that men typically don’t encounter to the same extent.

This disparity isn’t just anecdotal; it’s reflected in data. The Chartered Institute for Personnel and Development (CIPD) reports that by their 50s, men are approximately 150% more likely to hold senior positions than women. That’s not just an individual issue—it’s a systemic one.

Leadership programmes tailored for women are not about providing an unfair advantage; they are about addressing these structural inequities and ensuring that talented women receive the support, opportunities, and recognition they deserve.

A Career of U-Turns & Lessons

My career has been anything but linear. I’ve navigated a few U-turns, transitioning from the army to research and eventually into academic teaching. In the armed forces, I experienced first-hand the sector-specific challenges women face – from uniforms and body armour designed for men and the lack of gender-specific facilities to the higher scrutiny over physical fitness, the constant need to “prove yourself” repeatedly, and the very limited opportunities for career progression. It was an environment where equality was often mistaken for uniformity, and feminism was sometimes seen as a desire to become more like men. Yet, it was there that I learned to embrace my differences and define my own values.

But what struck me most was that these challenges didn’t vanish when I moved into research and academia. Instead, they evolved—becoming more subtle as the environment grew more balanced yet remaining deeply woven into the professional landscape.

In my military days, people often asked how my non-army husband and I ranked when it came to family responsibilities. I used to joke:

“I’m a major, and my husband is a general—he makes the general decisions, and I make the major ones.”

But there’s a deeper truth behind the joke. At home, women are often exceptional managers and natural leaders, seamlessly balancing responsibilities and making key decisions. Yet, in the workplace, we sometimes hesitate to claim that same authority. Whether it’s due to personal limitations or the systemic barriers and societal expectations we face, we often find ourselves holding back when we should be stepping forward.

Why Aurora?

What makes Aurora special is that it is designed by women, for women. And, let’s be honest, calling myself an Auroran sounds pretty cool!

For me, Aurora is an opportunity to reflect on my journey and stay focused on my destination. It’s a chance to develop new skills, learn strategies for overcoming obstacles, and gain confidence in navigating leadership challenges.

Most importantly, Aurora creates a safe and collaborative space where I can share my experiences openly and learn from other women who have walked similar paths. I believe this programme will help me think more broadly about excellence and innovation in teaching and learning while also building the confidence to step beyond my current role.

Leadership Is a Long-Term Commitment

For me, joining the women’s leadership programme isn’t about improving statistics or focusing on what I lack. It’s about embracing my strengths, stepping beyond my comfort zone and finding new ways to create positive change—sending out ripples that expand and inspire a larger transformation.

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