Beyond knowledge. Karolina Karolczak explains why women also need visibility, networking and confidence in action
Why aren’t more women promoted to the top positions?
Karolina Karolczak: This is a complex issue involving organizational culture, social stereotypes and internal blockages. Most often, it’s not a lack of competence – because women are well prepared, they have the necessary knowledge, experience and skills. The problem is that they are often…. invisible. They do their work perfectly, but they don’t communicate it to the outside world. They wait for someone to notice them, instead of taking the initiative themselves and saying, “I’m ready for more.”
And this is where the second factor comes in – upbringing and social expectations. Girls are taught to be polite, helpful, not to take up too much space. And then these same women, highly educated and committed, sit in meetings in the second row instead of at the decision-making table. They also often take on more domestic, caring responsibilities – because “it’s the right thing to do,” “someone has to.” And in all of this, their ambitions land on the “to do, someday” list.
On top of that there are systemic issues – not enough women on boards, lack of mentors, lack of openness to different leadership styles. Still too often companies reward those who speak the loudest, rather than those who act most effectively. And until we change this model, many talented women will be stuck in place, even though they have long had the competence needed to go higher. But the good news is that this is changing. More and more women are speaking out about what they want, what they can do and what they deserve. And that’s the kind of women I work with – who stop waiting for someone to give them a chance, but start reaching for it themselves.
Do businesswomen have a harder time acquiring funds from investors?
Unfortunately, yes. Just look at the data – startups founded by women get a fraction of what goes to male teams. There are various reasons for this – lack of networks, biases, different communication style. Women tend to be more realistic in their forecasts, which can be mistaken for a lack of faith in the project. I myself have female clients who have heard “you’re underselling it.” The problem isn’t the women, it’s how this world is mismatched to them. But on the other hand, it’s still a stereotype that is slowly changing. I know plenty of women who go after their goals and have no problems with investors or raising funds.
Is the wage gap real, and if yes, where is it most evident?
Yes, the wage gap is not a myth – it’s a very real phenomenon that still exists, and in a variety of industries, not just those traditionally seen as “male-dominated”. It is most pronounced where there is a lack of transparency – that is, in individual salary negotiations, in design work, creative work or in specialized professions, where there are no fixed spreads.
Women often don’t negotiate because they don’t want to be seen as entitle. They ask themselves questions such as: “Is it polite?”, “Isn’t it too much?”, “Shouldn’t I be happy that I have a job at all?”. As a result, they undersell themselves and earn less over the years, even if their work brings real, measurable results. In addition, many women are driven not by what they are worth in the market, but by how much they need to make “enough.” And that’s a whole different conversation.
But I see positive changes – and they are becoming more pronounced. Women are more and more vocal about money. They are asking questions. They are comparing rates. They are building support networks and sharing knowledge. They are beginning to understand that money is not a taboo subject, but a tool for independence, security and growth. More and more companies are making pay ranges public, and organizational culture is beginning to change – because diversity and equality really do pay off.
And this makes me very happy – because although the wage gap still exists, it is no longer overlooked. It is finally being discussed And when something becomes visible, it can be realistically changed. And this is exactly what is happening.
Why are women half as likely to launch a startup?
Because we are raised in the spirit of safety, not risk. From an early age we are taught not to get in the way, stay in our lane, not to do something “crazy.” And a startup is just that – a jump in at the deep end. But this is changing. I see more and more women who have the courage to go their own way. And these are often really thoughtful, strong businesses. On the other hand, women also have a lot of roles. They are mothers, wives, take care of their parents and still have dreams to realize, which they unfortunately put off.
Does Poland still follow the stereotypical, conservative, gender roles? How does this translate to women’s professional careers?
Yes, this division can still be seen – especially in social expectations. There are still many people who assume that a woman “by definition” should be first and foremost a mother, a caregiver, a person who takes care of emotions and the home. And this, unfortunately, translates into careers – because when a woman begins to speak out about ambitions, promotion, money, she is often met with the question: “And who will take care of the children?” In contrast, a man in the same situation hears: “Bravo, you are growing!”
But – and this is important – this landscape is changing. More and more women are speaking out boldly about what is important to them and creating their own definitions of success. More and more partners are taking on half of the household chores. And more and more companies are implementing equality policies that are not just “on paper.” We are beginning to understand that caring and ambition are not opposites – they can go hand in hand. And that a leader who knows the importance of empathy can sometimes be much more effective than one who pretends to feel nothing. This is no longer a revolution, it is a slow but consistent change in everyday life. And while we still have a lot of work to do, we are moving in the right direction.
What’s your take on gender quotas? Do they help women, or harm them? Or maybe they just don’t matter?
I’m very result-oriented, so let me be clear – quotas are needed. They are not an end in themselves, but they are an important tool to level the playing field.
For me, any tool that promotes efficiency, diversity and better results – makes sense. Parity is not a symbol, but a practical solution to level the playing field. If some groups have been less represented in decision-making structures for years, it’s hard to expect it to fix itself. Sometimes you have to wisely and consciously design a process that opens up space for a greater diversity of outlooks and competencies.
Quotas don’t guarantee success – but it does provide an opportunity for more people to get into the game in the first place. And it is access to the decision-making table that makes the biggest difference. From a business and effective management perspective, it’s simply a logical step: the more diverse the team, the better the ideas, the greater the resilience to crises and the broader the perspective in action. And that’s what it’s all about – results.
Are women not bold enough in competing for top positions? Maybe they are unaware of their own competences?
I wouldn’t say that women lack boldness. Rather, they show it differently than men – less for show, more through consistency, commitment, quality of work. The problem is that in many organizations the “loud and confident” style is still rewarded, and not necessarily the one that builds teams and gets results quietly.
Sometimes women are not fully aware of their value – but not because they don’t have it, but because they have heard for years to keep their heads down, not to brag, not to be a primadonna. And this stays with them. That’s why it’s so important to build confidence not only through coaching and personal development, but also through an environment that gives feedback: “what you do matters.”
More and more women are beginning to understand this. They see that their voice is needed, that they have influence, and that they don’t have to wait to be invited to the table – they can co-create that table themselves. And this is very encouraging.
Karolina Karolczak, goal-setting mentor, professional speaker
She supports leaders, entrepreneurs and teams in achieving measurable financial results and successfully setting and achieving goals. Specializes in scaling business, increasing profitability and transforming organizations. She is the creator of the proprietary #CELOMANIA program, which enables companies to increase performance by up to 30% annually through a strategic management approach and effective goal implementation methods.
Her experience includes managing strategies in 24 countries and working with global brands such as Frugo, Levi’s, Black, Dr. Witt, Pluxee (formerly Sodexo) and ENEL-MED Group. She implements effective solutions that allow companies to grow dynamically and sustainably. She helps make decisions that translate into revenue growth, better resource management and long-term business sustainability.
She is a respected expert in growth strategy, effective management communication and business process optimization. In her work, she combines strategic thinking with a practical management approach, focusing on real results. She works with individuals who want to move from vision to action, effectively implementing changes that lead to growth and long-term success.
Last Updated on June 23, 2025 by Samir Malki