Consulting offers great career prospects – high salaries, strong career growth and exciting challenges. Another plus: more and more firms are actively promoting diversity and creating opportunities for female talent. Yet, leadership positions in the industry are still largely male-dominated.
The 2023 Gender Diversity Index by BCG shows that companies with a more balanced gender distribution are more creative, innovative and ultimately more successful. Diverse teams make better decisions, work more efficiently, and create an environment where women tend to be more engaged and ambitious. But what does this mean in practice?
How do young female consultants experience their first years in the industry? What challenges and biases still exist? Where do companies need to step up their diversity efforts? If you’re considering a career in consulting but still have doubts, this article will give you the insights you need. Together with our female interview coaches, we’ll break down common myths, share real-world experiences, and give you practical tips for a successful start. 🚀
The demand for diverse consulting teams is on the rise – many companies now actively seek female representation in their project teams. But why exactly do consulting teams benefit from having more women?
Research shows that diverse teams create better solutions – both for their clients and the end customers. A mix of perspectives leads to broader insights, more innovative approaches, and stronger decision-making. Additionally, women in consulting are often associated with specific strengths:
Of course, these qualities aren’t exclusive to women – but studies show that diverse teams consistently produce these positive effects. The trend is clear: diversity makes consulting stronger and more successful.
The consulting industry has long been surrounded by stereotypes and misconceptions, especially when it comes to female consultants and their working conditions. We asked our female coaches to share their thoughts on five of the most common assumptions. Are they outdated myths or do they still hold true?
Many women hesitate to pursue a consulting career, fearing they’ll eventually have to choose between their job and their family. But the industry has changed in recent years: Hybrid and remote work have become much more common since 2020, making travel and workload more flexible.
Some believe that, while balancing both is possible, a more honest discussion about the realities would be beneficial.
Yes, you can – and there are plenty of examples to prove it. However, I believe a more transparent discussion about how challenging it can be (for both men and women) would be healthy. I personally think the current narrative from consultancies claiming, “you can have it all,” can be more discouraging than encouraging, making smart women considering consulting roles feel misled.
That being said, I’ve also seen many young women hesitate to consider a job in consulting because they plan to start a family in 5–10 years. They often forget that most people (again, both men and women) don’t even stay in consulting that long. I believe we can all do a better job of encouraging them to give consulting a chance and figure out the family question when the time comes – with the right support.
The key can also lie in a strong support system and clear communication – both professionally and personally.
Yes, you can by setting up a strong support system to be able to manage both family and consulting life that will enable you to be efficient. So, the mantra is “out-source” - outsource as much as possible. For example, out-source pick up, drop-off for children, laundry, grocery (online) and any other daily chores that chip away from spending quality time with family. Secondly, work on setting expectations with your team so that there is blocked time to be able to connect with your family daily when travelling and a back-up when you need to attend that important life event you don't want to miss. Efficiency and prioritization is the key.
Consulting firms usually start with a fairly even mix of male and female hires at the entry level. But as you climb the career ladder, the number of women in leadership roles starts to drop. Is it always like that? Our coaches share their thoughts.
I disagree and can speak from experience – I reached the Principal level and chose to leave to launch my own business. Otherwise, I would have been a Partner by now. Women can absolutely make it to the top, and my journey is a testament to that.
That being said, women do face specific challenges along the way. But with determination and strong leadership skills, it can be done.
I have seen many women in partner roles while having a family at the firm I worked in. It goes back to managing your time well and having the capability and mindset to make a partner/leader. Of course as a woman you may face a different set of challenges which is true for most industries. The more important part is to be able to realistically assess your challenges and work on overcoming them. Are you a tough leader, smart and can navigate organization politics? Also, it is important you pick an organization that encourages or at the least supports gender diversity in leadership roles.
The belief that consulting is a male-dominated industry often goes hand in hand with the assumption that men are paid more than women. In reality, a gender pay gap does exist in many firms – but not because women are paid less for the same work. Instead, the gap is largely due to fewer women reaching senior, higher-paid positions. On the same career level, male and female consultants typically earn the same salary.
However, some women have experienced barriers to promotion, which indirectly impact pay.
I have not worked anywhere with pay transparency, so I don't know if I was making less than male co-workers. I have certainly seen a gender promotion gap – men being promoted more quickly than equally talented women because they were seen as more 'traditional leaders'.
While inequalities in promotion still exist in some cases, others argue that consulting is one of the fairest, most performance-driven industries when it comes to pay.
"No! Consulting is probably one of the most equal, merit-based fields, and the pay reflects that.
Diversity initiatives in consulting often spark debates about whether they truly support women or instead disadvantage men. Many large firms now have women-focused networks and sponsorship programs designed to help female talent advance. Some companies have even introduced gender quotas, which in certain cases might favor female applicants.
But does this really lead to unfair advantages? Here’s what our coaches think.
Not at all. If you are trying to break down decades of unfair practices, you have to provide extra support to those who have been marginalized. Pulling someone up who has been pushed down is not favoring them, it's an attempt to restore fairness. This rakes back to the essential difference between equity and equality – equity is giving everyone what they need to be successful. Equality is treating everyone the same. Equality aims to promote fairness, but it can only work if everyone starts from the same place and needs the same help. Decades of systemic prejudice against women in the business world has ensured that they are not starting from the same place as men. Therefore, they need extra support to achieve equity.
So yes, there's a growing trend of support for women in consulting – but that doesn’t mean they have an unfair advantage.
I wouldn't say that consulting necessarily 'favors' women, but the industry is definitely evolving to be more inclusive and supportive. There are more opportunities for women, especially with the growing focus on diversity and work-life balance. It’s important to recognize that success comes from what you bring to the table, regardless of gender.
Consulting firms work with large multinational companies, many of which have traditionally been male-dominated – especially at the executive level. This dynamic could have two possible effects:
However, experiences vary depending on the company culture and industry.
This is not universally true. However, some female consultants are and could have primarily to do with the firm they work for. The reality is - if you want to be in consulting, you have to be mentally tough since you are constantly surrounded by a smart group of people and working in a stressful environment with tight deadlines. Thus, if you are afraid of your current work environment, then either overcome it or look for a firm where the environment is more conducive for gender equality.
To make it easier for women to enter and advance in consulting, firms first need to analyze key gender diversity metrics. Only by identifying gaps can they implement targeted measures to promote equal opportunities.
Many consulting firms have already introduced targeted programs based on these diversity metrics to actively support women in their careers. The most impactful initiatives include:
Still Have Questions? Our Top 5 Female Case Interview Coaches are here to help!
