A woman climbs a staircase of hospital buildings, supported by helping hands, towards a CEO office.

Cracking the C-Suite: How Women Ascend to Hospital CEO Roles

Avery Sinclair in Business & Economy June 2025 • 4 min read.

"A deep dive into the career inflection points and organizational support that pave the way for female leaders in healthcare."

The healthcare industry, while predominantly female, still struggles with gender disparity at the highest levels. Women remain underrepresented in hospital CEO positions, a situation that has seen minimal improvement in recent decades. This article explores the career trajectories of women who have successfully navigated this challenging landscape to reach the position of hospital CEO.

Based on a qualitative study analyzing the career paths of 20 female hospital CEOs, we'll uncover the critical factors that led to inflection points in their careers. This includes education, experience, career management strategies, the influence of family, networking opportunities, and the crucial roles of mentorship and sponsorship.

The research highlights substantial differences in career inflection points based on functional background, revealing that women in clinical or administrative support roles often experience different turning points compared to those in healthcare management. Ultimately, we'll demonstrate that organizational support factors are paramount for the career advancement of women in healthcare leadership and offer actionable recommendations for both individuals and organizations.

Decoding the Path: Key Inflection Points for Female Healthcare Leaders

A woman climbs a staircase of hospital buildings, supported by helping hands, towards a CEO office.

The study identified 25 distinct inflection points that significantly influenced the career trajectories of the female CEOs. These points clustered around six major themes, showcasing a multifaceted journey to the top:

While the importance of these elements has been acknowledged, this research uniquely highlights when and how they manifest in the careers of successful female leaders.

Education and Training: Completing graduate degrees and fellowships, though the timing varied based on functional background.
Experience: Gaining broad experience across different areas of the hospital and, crucially, serving as a Chief Operating Officer (COO).
Career Management: Proactively developing career plans, voicing aspirations, and taking calculated risks to expand skill sets.
Family: Balancing work and family responsibilities, often with the support of a partner who actively contributed to their career success.
Networking: Building strong networks both within and outside the organization, including participation in women's groups and professional organizations.
Mentorship and Sponsorship: Receiving guidance and advocacy from mentors and sponsors, particularly senior leaders who championed their advancement.

One of the most consistent findings was the critical role of the COO position. Nearly all (95%) of the executives had successfully served as a COO before being considered for the CEO role, underscoring the importance of this experience as a stepping stone to the top.

Empowering Future Leaders: Actionable Steps for Individuals and Organizations

The findings underscore that while individual drive and competence are essential, organizational support is paramount in leveling the playing field for women in healthcare leadership. Without proactive measures to address systemic barriers and foster a supportive environment, gender disparity at the top will likely persist.

To accelerate progress, individuals should actively develop formal career plans, seek out training opportunities, take calculated risks, and cultivate strong networks. Women should also prioritize identifying mentors and sponsors who can advocate for their advancement.

Organizations, in turn, should cultivate career aspirations of female associates, encourage proactive career management, and develop formal mentoring programs. Providing cross-divisional training opportunities, supporting women's groups, and ensuring family-friendly policies are also critical steps toward creating a more equitable and inclusive leadership pipeline in healthcare.

About this Article -

This article was crafted using a human-AI hybrid and collaborative approach. AI assisted our team with initial drafting, research insights, identifying key questions, and image generation. Our human editors guided topic selection, defined the angle, structured the content, ensured factual accuracy and relevance, refined the tone, and conducted thorough editing to deliver helpful, high-quality information.See our About page for more information.

This article is based on research published under:

DOI-LINK: 10.1097/00115514-201409000-00011, Alternate LINK

Title: Career Inflection Points Of Women Who Successfully Achieved The Hospital Ceo Position

Subject: Strategy and Management

Journal: Journal of Healthcare Management

Publisher: Ovid Technologies (Wolters Kluwer Health)

Authors: Donald W. Sexton, Christy Harris Lemak, Joyce Anne Wainio

Published: 2014-09-01

Everything You Need To Know

What role does education and training play in helping women become hospital CEOs?

The research shows that completing graduate degrees and fellowships is a key inflection point for women in healthcare leadership. This element underscores the importance of continuous learning and skill development in achieving the position of a hospital CEO. The timing of completing such education varied depending on functional background, further highlighting the diverse career paths that can lead to the C-suite.

What is the significance of the COO position in the career path to becoming a hospital CEO?

Gaining broad experience across different areas of the hospital, including the crucial role of Chief Operating Officer (COO), significantly influences a female leader's career trajectory. This experience serves as a crucial stepping stone, with nearly all successful executives having served as a COO before assuming the CEO role. Such diverse experience is paramount as it exposes the individual to different facets of hospital operations.

How does career management affect women's chances of becoming hospital CEOs?

Proactively developing career plans, voicing aspirations, and taking calculated risks to expand skill sets are essential career management strategies. The study indicates the importance of women taking charge of their career advancement. It reveals that successful female leaders are not passive. Instead, they actively shape their career paths, seeking opportunities to grow and take on new challenges. Such actions are a key factor in overcoming potential barriers and achieving the position of hospital CEO.

Why is networking important for women aiming for leadership roles in healthcare?

Building strong networks, both within and outside the organization, including participation in women's groups and professional organizations, is a key factor in the career trajectories of female healthcare leaders. These networks offer support, mentorship, and opportunities for professional growth. The study's focus on networking recognizes the value of connection and community in fostering success and navigating the challenges of the healthcare landscape.

How do mentors and sponsors impact the career advancement of women in healthcare leadership?

Receiving guidance and advocacy from mentors and sponsors, particularly senior leaders who championed their advancement, is pivotal. Mentorship and sponsorship are essential elements in the careers of women aspiring to be hospital CEOs. Sponsors, in particular, are advocates who actively promote their mentees and create opportunities for them. The study emphasizes the role of organizational support in creating pathways for female leaders and overcoming systemic barriers, ensuring that gender disparity in healthcare leadership is addressed effectively.