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5 Major Challenges Female Entrepreneurs Face in Business Today

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The business world is mostly dominated by men. But over the years, we’ve seen countless women entrepreneurs rise above expectations and defy norms. The number of women-owned businesses in the U.S. increased by 114% within the last twenty years, of which 70% were started by women of color. The reality is that women are playing an important role in driving global economic growth. However, despite women’s massive success, they still face challenges today that most of their male counterparts don’t.

What are the 5 Major Challenges Women Entrepreneurs Face in Business?

1. Defying Social Expectations

Society tells us that women’s roles are to bear children, do household chores, and take care of their families- not run businesses. So, when female entrepreneurs attend business events that are mostly saturated by men, they feel like they need to prove themselves by adopting a stereotypical “male” approach towards business: competitive, assertive, and tough. 

But many successful women CEOs believe that giving up the need to always please others, staying true to who you are, and finding your voice are the keys to rising above social expectations. Here are tips on how to rise above social expectations:

  1. Remind yourself who you are and why you started your business. When you live in a society where people have preconceived expectations from both genders, you tend to let these notions get the best of you. If you feel like you’re no longer yourself, take a step back and remind yourself of who you are and why you started your business. 
  2. Capitalize on the fact that you’re a woman. Society has preconceived expectations towards women, a lot of people tend to underestimate female entrepreneurs. Because your competitors don’t see you as a threat, take advantage of this opportunity to get ahead of the competition! 
  3. Own it. None of those social expectations stopped you from starting and running your own company, so why should it bother you now? Own the fact that you’re a successful woman in a man’s world! You worked hard for the things you have today and you will continue to defy gender roles and social norms as you continue to achieve more success in the future.

“If people are doubting how far you can go, go so far that you can’t hear them anymore.”- Michele Ruiz

2. Fighting to be Taken Seriously

Because of society’s preconceived notions about women, a lot of female entrepreneurs are still fighting to be taken seriously and respected. It’s frustrating and infuriating when your workplace does not want to acknowledge your role as a leader. However, don’t let it discourage you and stop you from reaching your full potential. Instead, use it to fuel your desire to be better while never letting it consume you to the point that you lose yourself in the process of achieving success. 

A lot of women have been disrespected and are still not being taken seriously in the workplace. Alison Gutterman, the CEO and president of Jelmar, says she had experienced disrespect early in her career. She said that she had to face presumptions that she was only taking advantage of her father’s and grandfather’s reputation since Jelmar is her family’s business. 

But she knew that it wasn’t true and she’s a hardworking and honorable business person in her own right. So, to overcome all this negativity, she had to learn how to build her confidence and overcome her negative thinking. She also joined various women entrepreneur groups and surrounded herself with mentors and peers to inspire her. 

3. Difficulty Accessing Funds

Access to capital is necessary to help businesses, especially small ones, grow. However, even though 12.3 million businesses in the U.S. are women-owned, proving that they’re capable and trustworthy, they still struggle to access funds. Loan approval rates for female entrepreneurs are 15 to 20% less compared to men, and they only receive 7% of venture capital investment money. 

This has something to do with discrimination, whether it’s intentional or unintentional. But even though this issue isn’t something that could be fixed overnight, the future is still bright for all aspiring women entrepreneurs. If you’re struggling to access funding, explore all options possible. You can try loaning from the Small Business Administration, angel investment firms, and grant institutions because they specifically offer loan programs to women-owned businesses.

4. Difficulty Acknowledging Accomplishments 

According to a study conducted by LinkedIn, women are less likely to talk about their achievements compared to men. It may have something to do with the fact that the gender gap still exists in our culture. Molly MacDonald, the founder and CEO of The Mobile Locker Co., said that she’s always had difficulty acknowledging and owning her accomplishments and success. She said she’s apprehensive that if people knew she’s the only one in control of her company people would see the value of her business differently. But she also said that as she’s growing her business, she’s making the conscious effort to own her success.

“I want every little girl who’s been told she’s bossy to be told again she has leadership skills.” – Sheryl Sandberg

5. Fear of Failure

Every business, whether it’s owned by a man or woman, has the possibility to fail. But instead of looking at your glass half empty, try seeing it as half full! Starting a business is never easy. But you’ll never know if you’ll succeed unless you try. If you’re afraid to fail, use it as a motivation to thrive. There will always be challenges along the way and you’ll probably experience many hardships, but don’t give up. Focus on your destination, learn from your mistakes, try again. 

Women entrepreneurs face all kinds of challenges each day but the number of businesses owned by females continues to increase each day. It only means that women are defying norms and succeeding at managing their own companies, providing jobs for the community, and contributing to the economic growth of the country. Don’t let challenges stop you from reaching your full potential. Be a part of the 252 million women around the world who are entrepreneurs!

Shay Berman is the founder and president of Digital Resource, a full-service digital marketing agency located in South Florida. Shay’s clear-cut approach to internet marketing has driven his clients’ businesses to new heights and landed Digital Resource on the Inc. 500 list of America’s fastest-growing private companies in America for two consecutive years. Digital Resource provides custom solutions in social media marketing, search engine optimization, responsive website design, digital advertising, and more.

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Business

The Entrepreneur’s Reading List That Transforms Ideas Into Empires

These must-read titles and writing insights reveal how entrepreneurs turn bold ideas into empire-level success.

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Entrepreneurship is powered by stories—of accomplishment, failure, and decision moments that define businesses. Books are maps, providing insight from individuals who’ve traversed the road ahead. (more…)

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The Leadership Shift Every Company Needs in 2025

Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

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Bridging the gap between employees and employers
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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.

What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.

1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.

9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

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