Visibility matters. That sounds like a cliché you’d hear at a corporate retreat, but honestly, the data backs it up in a way that’s actually pretty startling. When we talk about a woman as a role model, we aren’t just talking about a feel-good story for a social media post. We’re talking about a fundamental shift in how people—especially girls—perceive their own ceiling.
It’s about the "if you can see it, you can be it" effect.
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Geena Davis, the actor who founded the Institute on Gender in Media, has spent years proving this with hard numbers. Her research shows that when female characters are depicted in STEM or leadership roles, the real-world interest in those careers among women spikes. It’s not magic. It’s psychological permission.
Most people think of role models as these untouchable icons on a pedestal. That’s wrong. The most effective role models are usually the ones who are just a few steps ahead of you, showing you how to navigate the specific mud you’re currently standing in.
The Science of the "Role Model Effect"
There is a concept in psychology called "self-efficacy." It’s basically your belief in your own ability to succeed in specific situations. If you look at a boardroom and nobody looks like you, your self-efficacy takes a hit. You subconsciously start wondering if there’s a secret "No Girls Allowed" sign you missed.
Researchers at the University of Massachusetts Amherst found that female students who were paired with a female mentor in engineering felt significantly more motivated and less anxious than those without one. They didn't just feel "better"—their grades and retention rates actually improved. Having a woman as a role model acts as a buffer against the "stereotype threat," which is that annoying psychological phenomenon where people feel at risk of conforming to stereotypes about their social group.
It’s not just about the C-Suite
We tend to focus on the big names. Sheryl Sandberg. Oprah. Malala.
Sure, they matter. But if you’re a 22-year-old trying to figure out how to ask for a raise at a marketing agency, Oprah is a bit of a stretch. You need the senior account manager who doesn't take any nonsense in meetings. You need the woman who balances a chaotic home life with a high-pressure job without pretending she’s a perfect "supermom" robot.
Authenticity is the currency here. People are tired of the "Girlboss" era where everything was polished and pink. Real role modeling is messy. It involves talking about failure.
Why We Need to Stop Sanitizing Success
If you look at the career of someone like Reshma Saujani, the founder of Girls Who Code, her biggest contribution isn't just the organization itself. It’s her message about "bravery, not perfection."
For a long time, the template for a woman as a role model was someone who did everything perfectly. She had the suit, the hair, the calm voice, and she never made a mistake. That’s exhausting. It’s also fake. Honestly, it’s a barrier. When role models present a version of success that is flawless, they accidentally make the rest of us feel like we’ve already failed because we forgot to pay the electric bill or we bombed a presentation.
Real influence happens in the gaps.
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It’s when a leader admits she struggled with postpartum depression. Or when an executive talks about the three startups she folded before one finally clicked. That’s what gives others the map. A map that only shows the destination and not the potholes is useless.
The Intersectionality Gap
We have to be real about who gets to be a role model. For a long time, the mainstream "role model" archetype was overwhelmingly white and middle-class.
If you’re a woman of color, or a woman from a working-class background, or someone navigating the world with a disability, seeing a generic "successful woman" might not provide the specific blueprint you need. This is why figures like Dr. Kizzmekia Corbett, a lead scientist in the development of the Moderna COVID-19 vaccine, are so vital. She didn't just show that women can be scientists; she showed that Black women can lead the world through a global crisis while remaining rooted in their community.
The impact of a woman as a role model is magnified when that role model shares multiple layers of identity with the person looking up to them. It validates their specific lived experience.
Diverse industries need diverse leaders
- Sports: Look at the "Caitlin Clark effect" in the WNBA. It isn't just about her shooting range; it's about the fact that young girls are seeing professional basketball as a viable, high-stakes, high-reward career path.
- Tech: We still see a massive dropout rate for women in mid-level engineering roles. Why? Because they don't see women in the senior roles they're supposed to be aiming for.
- Trades: We’re seeing a surge in women entering carpentry, welding, and electrical work. This isn't happening in a vacuum. It's happening because of "Tradie" influencers on TikTok and Instagram who are demystifying the job.
What People Get Wrong About Mentorship vs. Sponsorship
People often use these terms interchangeably. They aren't the same.
A mentor is someone who talks to you. They give you advice. They tell you to read certain books. They are a classic woman as a role model in a conversational sense.
A sponsor is someone who talks about you.
A sponsor is a role model who uses their power to get you into the room. They mention your name when you’re not there. If we want to close the gender gap, we need more women who have reached the top to move from being "passive role models" to "active sponsors."
Think about it this way: A role model shows you it's possible. A sponsor helps make it possible for you.
The Unseen Burden of Being the "First"
Being the first woman in a specific role or industry is a heavy lift. Ask Kamala Harris or Janet Yellen. You aren't just doing the job; you’re representing your entire gender.
If you mess up, people don't say "She had a bad day." They often say, "See? This is why women shouldn't be in charge of the Treasury." This added pressure can lead to burnout. It also makes some women hesitant to step into the role of a mentor because they’re just trying to keep their own heads above water.
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We need to build systems where being a woman as a role model isn't an unpaid second job. It should be part of the organizational culture.
Actionable Insights for Finding and Being a Role Model
Finding the right person to look up to—or becoming that person—doesn't happen by accident. It takes a bit of intentionality and a lot of honesty.
How to find your "North Star"
Stop looking for one person who has it all. That person doesn't exist. Instead, build a "Role Model Composite."
Take the career path of one person, the communication style of another, and the work-life boundaries of a third. Look for people who are "one stage" ahead of you. If you’re a student, look at recent grads. If you’re a manager, look at directors.
Don't be afraid to reach out. Most people are actually flattered if you ask for fifteen minutes of their time—provided you have a specific question. "Can I pick your brain?" is a terrible request. "I saw how you handled that difficult client last week, could you tell me how you prepared for that meeting?" is a great one.
How to be a role model (Even if you don't feel like one)
You don't need a fancy title to be a woman as a role model.
- Be Visible: Share your wins. It feels like bragging, but it’s actually data for the women behind you.
- Be Vocal About Failure: When things go wrong, talk about the "why" and the "how you fixed it."
- Invite Others In: If you’re invited to a meeting where you’re the only woman, suggest a junior female colleague join you to observe.
- Check Your Bias: Ensure you are supporting women who don't look like you or have the same background as you.
The shift happens when we stop treating success like a limited resource. When one woman breaks through, she doesn't take up a spot; she expands the room.
Next Steps for Real Impact
To turn these concepts into reality, start with these three moves:
- Audit your "Inner Circle": Look at the top 5 people you follow or interact with professionally. If they all think and look like you, go find a new perspective this week. Search for a podcast or a LinkedIn creator in your industry who comes from a different background.
- The "Lifting" Rule: Commit to mentioning one other woman’s achievement in a meeting or a professional setting this week. It takes five seconds and builds cultural capital.
- Document your "Failure CV": Write down three times you failed and what actually happened afterward. Keep this for when someone asks you for advice. Sharing the struggle is infinitely more helpful than sharing the highlight reel.
Success isn't a solo sport. It’s a relay race. The goal isn't just to run your lap; it's to make sure the next person is ready to grab the baton without stumbling.