In 2025, the corporate learning landscape is undergoing a profound transformation, and women are at the forefront of this change. As organisations navigate the complexities of a rapidly evolving world, the role of women in learning and development (L&D) has never been more critical. This article explores the state of the industry, highlighting key themes — Benchmarking, Being Bold, Building Bridges, Breaking Barriers, and Beyond — that define the future of learning and the empowerment of women leaders.

 

Benchmarking: Setting the Standard for Excellence

Benchmarking serves as the foundation for understanding the current state of women in corporate learning. According to recent reports, women are making significant strides in leadership roles within the L&D sector. For instance, the proportion of women in chief learning officer positions has increased, reflecting a growing recognition of their contributions to organisational success. However, challenges remain, as gender parity in senior management roles is still a work in progress.

Organisations that prioritise benchmarking not only track progress but also identify areas for improvement. By analysing data and setting measurable goals, companies can create a roadmap for empowering women in learning roles. This approach ensures that women have access to opportunities that enable them to thrive and lead.

 

Being Bold: Embracing Innovation and Risk

The future of learning demands boldness — an ability to embrace innovation and take calculated risks. Women leaders in L&D are redefining traditional approaches to learning by leveraging technology and fostering a culture of experimentation. For example, the use of artificial intelligence and personalised learning platforms has revolutionised how employees acquire skills and knowledge.

Being bold also means challenging the status quo. Women in L&D are advocating for inclusive learning environments, perspectives and tactics on future proofing accessibility by design that address the unique needs of diverse workforces. By championing initiatives that promote equity and accessibility, they are driving meaningful change and setting a precedent for others to follow.

 

Building Bridges: Fostering Collaboration and Connection

Collaboration is a cornerstone of effective learning, and women leaders excel at building bridges across teams, departments, and organisations. In 2025, the emphasis on cross- functional collaboration has never been greater. Women in L&D are leveraging their interpersonal skills to foster connections that enhance learning outcomes and drive innovation.

One notable example is the rise of mentorship and sponsorship programs led by women. These initiatives not only support the professional growth of emerging leaders but also create a ripple effect that benefits entire organisations. By building bridges, women in learning roles are cultivating a culture of trust, collaboration, and shared success.

 

Breaking Barriers: Overcoming Challenges and Advancing Equity

Despite progress, women in corporate learning continue to face barriers that hinder their advancement. These challenges include unconscious bias, limited access to leadership opportunities, and a lack of representation in decision-making roles. However, women leaders are breaking these barriers through resilience, advocacy, and innovation.

Programmes that address systemic inequities are gaining traction, with organisations implementing policies that promote gender equity and inclusion. Women in L&D are also leveraging their platforms to amplify underrepresented voices and drive conversations about equity. By breaking barriers, they are paving the way for a more inclusive and equitable future.

 

Beyond: Shaping the Future of Learning

Looking beyond 2025, the future is bright. Corporate L&D ‘30 under 30’ programmes are highlighting the importance of gender equity in learning and leadership. The #WomeninLearning initiative is a rallying point for mentorship, skill-building, and networking. It is fostering a vibrant community online and at conferences, elevating the impact of women in learning, technology and business. These are just a few examples of how women are playing a pivotal role in shaping its bright trajectory.

The journey ahead requires a commitment to women leaders who remain agile, embracing new technologies and methodologies that enhance their impact. By staying ahead of the curve, they can ensure that corporate learning remains relevant and effective in an ever-evolving learning technologies landscape.

 

Conclusion

The future of women in learning is a story of empowerment, innovation, and transformation. Women in Learning TODAY are Women in Technology. They are not only leading change but also inspiring others to reach new heights. Through benchmarking, being bold, building bridges, breaking barriers, and looking beyond, they are shaping a future where learning is a catalyst for growth and success.

As we celebrate the achievements of women in L&D, let us also recognise the work that lies ahead. By supporting and empowering women leaders, we can create a world where learning knows no bounds and innovation knows no limits.

Want to join in on the conversation? All of these themes and topics will be discussed at Learning Technologies in London Wednesday, 23 April at 12:40 - 13:20 (lunch is provided in the room) in Conference Theatre 5 at L1S2 - Women in learning - Learning Technologies 2025!! Feel free to share insights, gain perspectives and be BOLD with many trailblazers and the panelists – Catherine McGaw Pratt & Anu Roy!

 

Sharon Claffey Kaliouby 

Co-Founder of #WomeninLearning

 

Don't miss Sharon's session at the Learning Technologies 2025 Conference, taking place on Thursday, 24 April at 15:50-17:00 BST.