Gender diversity and women’s representation in the corporate world have emerged as important organisational, societal concern and women’s representation in recent years. This has resulted in an increase in attention to policies and mechanisms aimed at enhancing women’ representation in organisations. However, representation alone cannot translate into women’s advancement to leadership roles. Existing literature has identified several barriers which serve as hindrances to women’s career progression. These include individual traits, family obligations, organisational practices and societal expectations. These challenges are often viewed as distinct phenomena without exploring their interconnectedness. This leads to a fragmented and superficial understanding of the challenges women face. This paper develops a conceptual framework to examine the interconnectedness of these challenges and their cumulative impact on women’s careers. It thus shifts the focus from women’s representation to women’s advancement within organisations underscoring the need for measures that address these interconnected barriers and their impact across multiple levels to ensure meaningful progress towards gender inclusivity and the creation of more equitable pathways for women’s career progression.