This paper examines the barriers that hinder women's advancement into leadership positions, focusing on Lusaka, Zambia. The study, conducted in collaboration between Chanda Chansa Thelma and Loveness Ngulube, uses a mixed-method approach with a descriptive survey design. The research involved 61 respondents from 6 organizations, including 3 private and 3 government institutions. The findings reveal that societal norms, organizational structures, and individual factors collectively contribute to the gender gap in leadership. Key barriers include implicit biases, gender stereotypes, lack of mentorship opportunities, gender bias in hiring and promotion, and workplace discrimination. The study emphasizes the need for awareness-raising, diversity and inclusion initiatives, equitable hiring practices, and supportive workplace cultures to address these barriers. The results highlight the importance of breaking down systemic barriers and fostering gender parity in leadership roles.This paper examines the barriers that hinder women's advancement into leadership positions, focusing on Lusaka, Zambia. The study, conducted in collaboration between Chanda Chansa Thelma and Loveness Ngulube, uses a mixed-method approach with a descriptive survey design. The research involved 61 respondents from 6 organizations, including 3 private and 3 government institutions. The findings reveal that societal norms, organizational structures, and individual factors collectively contribute to the gender gap in leadership. Key barriers include implicit biases, gender stereotypes, lack of mentorship opportunities, gender bias in hiring and promotion, and workplace discrimination. The study emphasizes the need for awareness-raising, diversity and inclusion initiatives, equitable hiring practices, and supportive workplace cultures to address these barriers. The results highlight the importance of breaking down systemic barriers and fostering gender parity in leadership roles.