EIC Women Leadership Programme builds leadership skills and networks while questions about scale remain

The European Innovation Council has been running an EIC Women Leadership Programme that offers tailored leadership training, personalised mentoring and business coaching for women researchers and entrepreneurs in Europe. Presented as part of the EIC Business Acceleration Services and delivered in partnership with the European Institute of Innovation and Technology, the programme mixes virtual and in-person modules, role model testimonials and targeted networking. EIC communications frame the initiative as a driver of gender equity and deep-tech innovation aligned with the EIC strategic goals for 2021 to 2027. Beneficiaries who have completed the programme report concrete improvements in leadership skills and confidence. At the same time the programme remains selective and evidence of broader systemic impact beyond participant testimonies is limited.

What the programme offers

The programme is open to women researchers, aspiring leaders and entrepreneurs from the EIC and EIT communities as well as linked initiatives such as WomenTechEU. The EIC runs recurring cohorts with specific tracks. Recent messaging indicates the 6th cohort will focus on women co-founders and C-suite leaders.

Alumnae perspectives: what participants say they gained

The EIC published a set of alumnae testimonies describing practical benefits. These are self-reported impressions rather than results from rigorous programme evaluation but they offer insight into participant experience.

Megi Mejdrechova, CTO and co-founder of Robotwin and beneficiary of Fast Track to Innovation under Horizon 2023, highlighted gains in leadership and people management. She praised the individual coaching sessions for enabling deeper reflection and said the programme increased her confidence and sense of peer support during the startup journey.

Nastassia Knödlseder, a postdoctoral researcher at Universitat Pompeu Fabra and EIC Pathfinder beneficiary, said training on time management and leadership styles was eye-opening. She credited the cohort with helping her guide a team more effectively and with reinforcing the value of peer connections when moving from academia toward commercialisation.

Tina Černic, a process development engineer at ReCatalyst and EIC Transition beneficiary, described the programme as a rare source of soft skills training and exposure to diverse role models. She framed it as an essential experience for women at any career stage navigating a switch from academia to industry.

Isabelle Decroos, CFO at FEops, singled out courses on strategic partnerships and negotiation as directly applicable. She noted these skills are important when commercialising technology through partnerships.

Catherine Schreiber, co-founder of Advitos, emphasised the value of mentoring and business coaching. She noted that founders often cut these services when budgets are tight, and called the programme crucial and highly valuable.

Joana Simões Correia, executive director and CSO at Exogenus Therapeutics and a WLP alumna, framed the programme as a confidence and empowerment experience that helped her clarify strategic aims for her company and align them with personal purpose.

Practical next steps and the 6th cohort

EIC context, commitments and measurable indicators

The EIC places support to women innovators among its strategic priorities for 2021 to 2027. The policy aim is to help close gender gaps in research and entrepreneurship and to improve Europe’s competitiveness by broadening participation in deep tech.

Assessment and remaining questions

Alumnae accounts are positive and point to real benefits in individual leadership practice. Testimonials are useful but they do not replace independent evaluations that measure outcomes such as changes in fundraising success, promotion rates, company growth or retention of women in leadership roles. Important questions remain about scale, selection and reach. The programme primarily targets women already inside the EIC and EIT communities. That creates a multiplier effect among funded innovators but may limit reach to women in less connected or less resourced regional ecosystems.

Structural barriers to gender parity in deep tech go beyond training and networks. Issues such as biased investor behaviour, unequal caregiving responsibilities, access to follow-on capital and the geographical concentration of venture ecosystems need policy and funding responses in parallel with leadership programmes.

Additional resources produced by the programme

The EIC supports an alumni LinkedIn group for continued peer exchange. The programme also powers a SheEIC podcast that features conversations with entrepreneurs and experts. Episodes published around the programme include 'It takes a village', 'Speak volumes', 'From researcher to entrepreneur', 'Funding your dreams' and 'Decision-making in tech leadership'.

What to watch for next

If you are eligible and interested, prepare to apply when the 6th cohort call opens on 1 July 2024. Observers and policymakers should look for independent outcome evaluations or cohort-level indicators from the EIC that go beyond self-reported satisfaction. Those metrics will be necessary to judge whether the programme can meaningfully shift the gender balance in Europe’s deep-tech leadership at scale.