Men have historically outnumbered women in project management (PM) – but that’s all changing. Fast.

More women than ever are stepping into PM roles, reshaping the way teams – and projects – succeed.

That said, there’s still a long way to go.

Let’s examine why female representation is essential and how we can grow it across our industry.

The future is female

The rise of women in PM is sparking big shifts.

Industry-wide, there’s a growing culture of respect and collaboration, where women’s voices are increasingly heard and valued.

And what was once a male-dominated field is now welcoming a fresh wave of talented women who are thriving in their roles and paving the way for the next generation of female leaders.

But there’s still a long way to go.

Male PMs still outnumber their female counterparts by 3:1 globally. This means that for many women, the path into PM can still feel like an uphill climb.

So, in what ways are women driving real change in the sector? And why does their representation matter now more than ever?

Let’s explore.

It’s a fact: Diversity improves PM outcomes

When it comes to PM, people and problem-solving are at the heart of every project’s success. And with each challenge comes the need for fresh perspectives.

That’s why having a diversity of viewpoints – whether in gender, racial background or life experiences – is vital if you want to approach problems holistically, test ideas from multiple angles, and uncover blind spots.

When you embrace diversity, you’ll create strategies and spaces that resonate with wider audiences, thanks to a team that represents different perspectives and needs. This leads to stronger, more inclusive solutions – like having breastfeeding and pumping rooms onsite.

As a member of this industry, I’ve seen firsthand how amplifying diverse voices – especially women’s – drives better project outcomes. Women’s perspectives are invaluable, and they belong at the forefront of our sector’s evolution.

Embracing diversity makes companies thrive

The research is clear: Companies committed to diversity and inclusion significantly outperform those that aren’t.

At Acuity, we’ve seen this play out in real time. With 65% of our team being female – and women holding more than 50% of management positions – we know that diversity doesn’t just support women. It fosters collaboration, boosts morale and creates a more balanced workplace culture.

There’s a financial imperative, too. According to McKinsey, companies with over 30% female representation are more likely to outperform those with less.

So, by normalising gender balance in project teams, we’re not only supporting women. We’re building financially strong companies and a more equitable culture for future generations.

Visible role models break glass ceilings

When it comes to senior management roles, PM is fast becoming an industry where women are almost on par with men.

Today, 20% of women working in project management are employed in leadership positions compared with men’s 23%. That’s significant progress. And it matters for so many reasons.

Seeing women at the helm of PM firms sends a powerful message to young women that this field offers real and rewarding career opportunities.

It also challenges traditional industry perceptions – and allows women to envision themselves in leadership roles.

This is a dramatic shift from when I first started in the sector, when female representation in executive roles was much lower. The courage of those first female leaders inspired me during my early days, and I’m equally grateful to the male directors who championed opportunities for women to progress into leadership.

So, how can we encourage more women to enter the PM sector?

With gender equality gaining momentum in PM, how can we encourage even more women to enter the industry?

Two words: supportive policies.

Flexible parental leave plays an important role in fostering a culture that values individual needs and career progression.

Personally, the support I received around parental leave and returning to work was instrumental in my career journey. I’m fortunate to work at a company where flexibility and opportunity go hand in hand.

But paid leave is just the beginning. Thoughtful re-entry programs that offer flexibility in hours, project choice and workload can make all the difference – and so can building awareness of their importance.

The bottom line? An inclusive culture, flexible policies, and visible role models will allow more women to enter project management – setting us up for a bright, more diverse future.

Want more insights into life in the PM sector? Follow Acuity on LinkedIn.