Asian Journal of Economics, Business and Accounting

This systematic review examines how women’s training and empowerment programmes influence leadership effectiveness in Ethiopia across public, private and non-governmental sectors. It synthesises empirical, analytical and policy literature published between 2005 and 2025 and identified through Scopus, Web of Science, Google Scholar, African Journals Online and institutional reports from national bodies, universities and development partners. The review included 42 studies and documents that met the inclusion criteria and were appraised using the Mixed Methods Appraisal Tool. Although no formal protocol was pre-registered with PROSPERO, the review was conducted in adherence with PRISMA 2020 reporting guidelines to ensure methodological transparency and reproducibility. The evidence indicates that structured training strengthens women’s leadership-related competencies, particularly decision-making, communication, strategic planning, negotiation and conflict resolution. Quantitative evaluations of structured leadership programmes have documented consistent short-term gains in women's self-reported decision-making confidence and team effectiveness within six months of programme completion, though the durability and magnitude of these effects depend significantly on programme design, institutional support, and post-training follow-through. Empowerment mechanisms, including mentorship networks, peer support groups, gender-sensitive workplace policies, affirmative action and work-family support, further enhance the translation of skills into leadership practice. In particular, access to formalised mentorship with senior female role models was associated with significantly higher job satisfaction and approximately twice the likelihood of women applying for senior leadership positions compared with those who lacked such support. However, the review also shows that training and empowerment do not operate independently of context. Patriarchal norms, gender-biased promotion systems, weak organisational support, limited access to continuous professional development and work-family conflict continue to restrict women’s leadership participation and effectiveness. Regional disparities are also important, as women in major urban centres have greater access to training, mentorship and digital connectivity than women in rural and pastoralist areas. The findings suggest that sustainable improvement requires integrated interventions that combine capacity building with institutional accountability, mentorship, gender-sensitive policy enforcement and equitable resource allocation. The review concludes that women’s leadership effectiveness in Ethiopia depends not only on individual competence but also on enabling organisational and social environments that allow trained and empowered women to exercise authority, influence decisions and contribute to institutional performance.