The relationship between perceived barriers to women’s promotion and individual work outcomes in Colombian organizations

Barriers to women’s access to leadership positions remain persistent, spanning cultural, social, organizational, and individual dimensions. While widely documented in developed countries, less is known about their presence and impact in developing contexts. This study examines whether such barriers exist in Colombian organizations and how they affect individual outcomes, including role performance, turnover intention, and job satisfaction.Using survey data from 401 employees across various organizations in Bogotá, we applied Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the relationship between perceived barriers and individual outcomes. Findings confirm the existence of significant barriers to women’s advancement, particularly challenges in balancing work–family responsibilities, limited access to influential networks, unequal performance evaluations, and inequitable HR policies and practices. Results indicate that perceived barriers have no direct effect on job performance; however, they significantly increase turnover intention and reduce job satisfaction. These findings suggest that as employees perceive greater barriers, dissatisfaction grows, leading to a higher likelihood of leaving their organizations.We conclude by recommending that organizations actively identify and remove these barriers through inclusive policies, equitable evaluation systems, and support mechanisms for work–family balance. Addressing these obstacles is essential to fostering equitable access to leadership roles and improving organizational well-being.