Sandra D'Souza
@sandradsouza.bsky.social
The drop happens in the middle.
Right where sponsorship matters most.
So ask yourself:
Who is fighting for you in rooms where you're not present?
Without that advocacy, advice alone won't close the gap.
Doors open from the inside.
Sponsorship is how you get someone to unlock them for you.
Right where sponsorship matters most.
So ask yourself:
Who is fighting for you in rooms where you're not present?
Without that advocacy, advice alone won't close the gap.
Doors open from the inside.
Sponsorship is how you get someone to unlock them for you.
December 17, 2025 at 12:44 AM
The drop happens in the middle.
Right where sponsorship matters most.
So ask yourself:
Who is fighting for you in rooms where you're not present?
Without that advocacy, advice alone won't close the gap.
Doors open from the inside.
Sponsorship is how you get someone to unlock them for you.
Right where sponsorship matters most.
So ask yourself:
Who is fighting for you in rooms where you're not present?
Without that advocacy, advice alone won't close the gap.
Doors open from the inside.
Sponsorship is how you get someone to unlock them for you.
It requires someone with power to spend their credibility on YOU.
That's why it's scarce.
That's why it matters.
Women make up 51% of individual contributors but only 30% of C-suite roles.
That's why it's scarce.
That's why it matters.
Women make up 51% of individual contributors but only 30% of C-suite roles.
December 17, 2025 at 12:44 AM
It requires someone with power to spend their credibility on YOU.
That's why it's scarce.
That's why it matters.
Women make up 51% of individual contributors but only 30% of C-suite roles.
That's why it's scarce.
That's why it matters.
Women make up 51% of individual contributors but only 30% of C-suite roles.
Real sponsorship looks like this:
Amplifying your work to decision-makers.
Recommending you for visible projects.
Connecting you to influential leaders.
Defending you against biased evaluations.
Amplifying your work to decision-makers.
Recommending you for visible projects.
Connecting you to influential leaders.
Defending you against biased evaluations.
December 17, 2025 at 12:44 AM
Real sponsorship looks like this:
Amplifying your work to decision-makers.
Recommending you for visible projects.
Connecting you to influential leaders.
Defending you against biased evaluations.
Amplifying your work to decision-makers.
Recommending you for visible projects.
Connecting you to influential leaders.
Defending you against biased evaluations.
I've watched talented women collect mentors, implement every piece of feedback, refine their leadership presence.
Performance reviews stay strong.
Promotions still go elsewhere.
Because mentors ADVISE.
Sponsors ADVOCATE.
Performance reviews stay strong.
Promotions still go elsewhere.
Because mentors ADVISE.
Sponsors ADVOCATE.
December 17, 2025 at 12:43 AM
I've watched talented women collect mentors, implement every piece of feedback, refine their leadership presence.
Performance reviews stay strong.
Promotions still go elsewhere.
Because mentors ADVISE.
Sponsors ADVOCATE.
Performance reviews stay strong.
Promotions still go elsewhere.
Because mentors ADVISE.
Sponsors ADVOCATE.
But here's the problem.
Formal sponsorship programs for women DROPPED from 31% in 2017 to just 16% in 2024.
Companies are cutting these programs when women need them most.
Formal sponsorship programs for women DROPPED from 31% in 2017 to just 16% in 2024.
Companies are cutting these programs when women need them most.
December 17, 2025 at 12:43 AM
But here's the problem.
Formal sponsorship programs for women DROPPED from 31% in 2017 to just 16% in 2024.
Companies are cutting these programs when women need them most.
Formal sponsorship programs for women DROPPED from 31% in 2017 to just 16% in 2024.
Companies are cutting these programs when women need them most.
Women with sponsors are 167% more likely to land HIGH-PROFILE assignments.
The ones with bigger budgets.
Direct C-suite access.
Real visibility.
The ones with bigger budgets.
Direct C-suite access.
Real visibility.
December 17, 2025 at 12:43 AM
Women with sponsors are 167% more likely to land HIGH-PROFILE assignments.
The ones with bigger budgets.
Direct C-suite access.
Real visibility.
The ones with bigger budgets.
Direct C-suite access.
Real visibility.
Only 23% of employees have a SPONSOR.
The other 77% are hoping someone notices their work.
Hope isn't a strategy.
Here's what nobody tells you:
Mentorship helps you prepare.
Sponsorship opens the door.
The other 77% are hoping someone notices their work.
Hope isn't a strategy.
Here's what nobody tells you:
Mentorship helps you prepare.
Sponsorship opens the door.
December 17, 2025 at 12:42 AM
Only 23% of employees have a SPONSOR.
The other 77% are hoping someone notices their work.
Hope isn't a strategy.
Here's what nobody tells you:
Mentorship helps you prepare.
Sponsorship opens the door.
The other 77% are hoping someone notices their work.
Hope isn't a strategy.
Here's what nobody tells you:
Mentorship helps you prepare.
Sponsorship opens the door.
The leadership gap won't close through individual effort alone.
It closes when people who already have core access intentionally expand it to women kept peripheral.
That's infrastructure redesign in action.
And it's how real change happens.
It closes when people who already have core access intentionally expand it to women kept peripheral.
That's infrastructure redesign in action.
And it's how real change happens.
October 27, 2025 at 2:57 AM
The leadership gap won't close through individual effort alone.
It closes when people who already have core access intentionally expand it to women kept peripheral.
That's infrastructure redesign in action.
And it's how real change happens.
It closes when people who already have core access intentionally expand it to women kept peripheral.
That's infrastructure redesign in action.
And it's how real change happens.
When networks are intentionally inclusive, women gain access to where decisions happen.
Networks will continue deciding who leads.
That's reality.
Look at your circle. Who has access to you?
More importantly: Who are you bringing into spaces where influence concentrates?
Networks will continue deciding who leads.
That's reality.
Look at your circle. Who has access to you?
More importantly: Who are you bringing into spaces where influence concentrates?
October 27, 2025 at 2:56 AM
When networks are intentionally inclusive, women gain access to where decisions happen.
Networks will continue deciding who leads.
That's reality.
Look at your circle. Who has access to you?
More importantly: Who are you bringing into spaces where influence concentrates?
Networks will continue deciding who leads.
That's reality.
Look at your circle. Who has access to you?
More importantly: Who are you bringing into spaces where influence concentrates?
Creating spaces where women connect directly with decision-makers.
Making those connections visible.
At Ellect, we built this deliberately.
Direct pathways between qualified women and actual board opportunities.
We track outcomes.
We measure placements.
We focus on verified connections.
Making those connections visible.
At Ellect, we built this deliberately.
Direct pathways between qualified women and actual board opportunities.
We track outcomes.
We measure placements.
We focus on verified connections.
October 27, 2025 at 2:56 AM
Creating spaces where women connect directly with decision-makers.
Making those connections visible.
At Ellect, we built this deliberately.
Direct pathways between qualified women and actual board opportunities.
We track outcomes.
We measure placements.
We focus on verified connections.
Making those connections visible.
At Ellect, we built this deliberately.
Direct pathways between qualified women and actual board opportunities.
We track outcomes.
We measure placements.
We focus on verified connections.
70% of women attribute career success to strong networks.
Networks matter.
But all networks don't carry equal weight in the system that distributes leadership opportunities.
The disparity is measurable.
And it's by design.
The solution requires REBUILDING the infrastructure.
Networks matter.
But all networks don't carry equal weight in the system that distributes leadership opportunities.
The disparity is measurable.
And it's by design.
The solution requires REBUILDING the infrastructure.
October 27, 2025 at 2:55 AM
70% of women attribute career success to strong networks.
Networks matter.
But all networks don't carry equal weight in the system that distributes leadership opportunities.
The disparity is measurable.
And it's by design.
The solution requires REBUILDING the infrastructure.
Networks matter.
But all networks don't carry equal weight in the system that distributes leadership opportunities.
The disparity is measurable.
And it's by design.
The solution requires REBUILDING the infrastructure.
I founded Ellect in 2019 because I saw this gap everywhere.
Qualified women.
Strong networks.
Zero pathway to board roles.
The conventional response? More training. More certs. More networking.
But access to the decision-making CORE remains the bottleneck.
Qualified women.
Strong networks.
Zero pathway to board roles.
The conventional response? More training. More certs. More networking.
But access to the decision-making CORE remains the bottleneck.
October 27, 2025 at 2:54 AM
I founded Ellect in 2019 because I saw this gap everywhere.
Qualified women.
Strong networks.
Zero pathway to board roles.
The conventional response? More training. More certs. More networking.
But access to the decision-making CORE remains the bottleneck.
Qualified women.
Strong networks.
Zero pathway to board roles.
The conventional response? More training. More certs. More networking.
But access to the decision-making CORE remains the bottleneck.
You're locked out of where leadership opportunities actually move.
Men with top-quartile network centrality have expected job placement 1.5X GREATER than bottom quartile.
Women with networks SIMILAR to high-placing men?
Lower positions.
Despite comparable qualifications.
Men with top-quartile network centrality have expected job placement 1.5X GREATER than bottom quartile.
Women with networks SIMILAR to high-placing men?
Lower positions.
Despite comparable qualifications.
October 27, 2025 at 2:54 AM
You're locked out of where leadership opportunities actually move.
Men with top-quartile network centrality have expected job placement 1.5X GREATER than bottom quartile.
Women with networks SIMILAR to high-placing men?
Lower positions.
Despite comparable qualifications.
Men with top-quartile network centrality have expected job placement 1.5X GREATER than bottom quartile.
Women with networks SIMILAR to high-placing men?
Lower positions.
Despite comparable qualifications.
One group sees a pipeline issue.
The other sees a DISTRIBUTION issue.
That disconnect IS the problem.
You can build relationships all day.
Attend every event.
Make genuine connections.
But if your network sits outside the core where influence concentrates...
The other sees a DISTRIBUTION issue.
That disconnect IS the problem.
You can build relationships all day.
Attend every event.
Make genuine connections.
But if your network sits outside the core where influence concentrates...
October 27, 2025 at 2:53 AM
One group sees a pipeline issue.
The other sees a DISTRIBUTION issue.
That disconnect IS the problem.
You can build relationships all day.
Attend every event.
Make genuine connections.
But if your network sits outside the core where influence concentrates...
The other sees a DISTRIBUTION issue.
That disconnect IS the problem.
You can build relationships all day.
Attend every event.
Make genuine connections.
But if your network sits outside the core where influence concentrates...
These are where board seats get discussed.
Where promotions get decided.
Where opportunities distribute before they're ever posted publicly.
Male directors over 55: "Not enough qualified female candidates."
Female directors and younger males: "Male-dominated networking blocks appointments."
Where promotions get decided.
Where opportunities distribute before they're ever posted publicly.
Male directors over 55: "Not enough qualified female candidates."
Female directors and younger males: "Male-dominated networking blocks appointments."
October 27, 2025 at 2:52 AM
These are where board seats get discussed.
Where promotions get decided.
Where opportunities distribute before they're ever posted publicly.
Male directors over 55: "Not enough qualified female candidates."
Female directors and younger males: "Male-dominated networking blocks appointments."
Where promotions get decided.
Where opportunities distribute before they're ever posted publicly.
Male directors over 55: "Not enough qualified female candidates."
Female directors and younger males: "Male-dominated networking blocks appointments."
85% of jobs fill through networking.
Women's networks are structurally LESS POWERFUL.
Not smaller.
Not less active.
Less powerful in terms of where they sit in the decision-making architecture.
The gap centers on ACCESS.
The golf course.
After-work drinks.
Sporting events.
Women's networks are structurally LESS POWERFUL.
Not smaller.
Not less active.
Less powerful in terms of where they sit in the decision-making architecture.
The gap centers on ACCESS.
The golf course.
After-work drinks.
Sporting events.
October 27, 2025 at 2:51 AM
85% of jobs fill through networking.
Women's networks are structurally LESS POWERFUL.
Not smaller.
Not less active.
Less powerful in terms of where they sit in the decision-making architecture.
The gap centers on ACCESS.
The golf course.
After-work drinks.
Sporting events.
Women's networks are structurally LESS POWERFUL.
Not smaller.
Not less active.
Less powerful in terms of where they sit in the decision-making architecture.
The gap centers on ACCESS.
The golf course.
After-work drinks.
Sporting events.
Research tracking 9,000 connections among 1,600 global leaders found women remain PERIPHERAL.
Even at the highest levels.
Even with comparable credentials.
The network exists.
The influence stays blocked.
Here's what the data actually shows:
Even at the highest levels.
Even with comparable credentials.
The network exists.
The influence stays blocked.
Here's what the data actually shows:
October 27, 2025 at 2:51 AM
Research tracking 9,000 connections among 1,600 global leaders found women remain PERIPHERAL.
Even at the highest levels.
Even with comparable credentials.
The network exists.
The influence stays blocked.
Here's what the data actually shows:
Even at the highest levels.
Even with comparable credentials.
The network exists.
The influence stays blocked.
Here's what the data actually shows:
The question isn't whether you support equality in theory.
It's what you're doing to create it in practice.
SYSTEMS only change when those with power step up alongside those seeking equality.
What action will you take today?
It's what you're doing to create it in practice.
SYSTEMS only change when those with power step up alongside those seeking equality.
What action will you take today?
June 24, 2025 at 6:14 AM
The question isn't whether you support equality in theory.
It's what you're doing to create it in practice.
SYSTEMS only change when those with power step up alongside those seeking equality.
What action will you take today?
It's what you're doing to create it in practice.
SYSTEMS only change when those with power step up alongside those seeking equality.
What action will you take today?
It's speaking up during promotion talks.
It's challenging biased language.
It's using your voice when it might be uncomfortable.
Men who act as allies report:
- Higher personal growth
- Better leadership skills
- Stronger relationships
The same skills that make great allies make GREAT LEADERS.
It's challenging biased language.
It's using your voice when it might be uncomfortable.
Men who act as allies report:
- Higher personal growth
- Better leadership skills
- Stronger relationships
The same skills that make great allies make GREAT LEADERS.
June 24, 2025 at 6:14 AM
It's speaking up during promotion talks.
It's challenging biased language.
It's using your voice when it might be uncomfortable.
Men who act as allies report:
- Higher personal growth
- Better leadership skills
- Stronger relationships
The same skills that make great allies make GREAT LEADERS.
It's challenging biased language.
It's using your voice when it might be uncomfortable.
Men who act as allies report:
- Higher personal growth
- Better leadership skills
- Stronger relationships
The same skills that make great allies make GREAT LEADERS.
1. Listen without defensiveness
2. Advocate when it counts
3. Sponsor, not just mentor
The difference? Mentorship offers advice. Sponsorship offers OPPORTUNITY.
REAL advocacy happens when women aren't in the room.
2. Advocate when it counts
3. Sponsor, not just mentor
The difference? Mentorship offers advice. Sponsorship offers OPPORTUNITY.
REAL advocacy happens when women aren't in the room.
June 24, 2025 at 6:14 AM
1. Listen without defensiveness
2. Advocate when it counts
3. Sponsor, not just mentor
The difference? Mentorship offers advice. Sponsorship offers OPPORTUNITY.
REAL advocacy happens when women aren't in the room.
2. Advocate when it counts
3. Sponsor, not just mentor
The difference? Mentorship offers advice. Sponsorship offers OPPORTUNITY.
REAL advocacy happens when women aren't in the room.