The advancement of women toward business leadership faces structural barriers such as gender stereotypes, lack of mentorship, exclusion from influential networks, and penalizing workplace challenges. These limitations, along with salary inequalities and traditional roles, perpetuate limited representation in senior management positions, undermining organizational equity. From an organizational perspective, this study analyzes the implications of the lack of diversity at the management level and its impact on innovation, productivity, and business competitiveness. At the societal level, it explores how overcoming these barriers would contribute to reducing gender subordination and strengthening equity in the workplace. This paper proposes identifying and categorizing these barriers in order to develop strategies that promote inclusion, maximize human talent, and foster a more equitable environment in organizations.