IS LEADERSHIP BEYOND GENDER?

In today’s increasingly equality-driven society, it’s common to hear phrases like “leadership knows no gender” or “opportunities are equal for all.” But the question remains — are women truly being given the same leadership opportunities as men in the workplace?


The Progress We Can’t Ignore


First, the good news: we’ve come a long way. More women are entering the workforce than ever before, and many are rising to top leadership roles. According to Catalyst (2024), women now hold about 32% of senior management roles globally, compared to just 19% in 2010. That’s a meaningful shift.

In countries like Norway, Sweden, and France, legislative quotas have led to a significant increase in the number of women on corporate boards. And in the United States, women now make up 10.4% of Fortune 500 CEOs — the highest in history. Leaders like Mary Barra (CEO of General Motors) and Jane Fraser (CEO of Citigroup) are breaking barriers in industries long dominated by men.

Even in India, traditionally seen as lagging in gender equality at leadership levels, the needle is moving. A 2024 Deloitte report shows that women now hold 20% of board seats in Indian companies — a number slowly but steadily increasing due to regulatory reforms.

But Let’s Not Celebrate Too Soon


Despite progress, leadership is not yet beyond gender. The numbers, while improving, are still skewed.

Consider this: while women make up nearly 50% of the global workforce, they hold only around 1 in 4 C-suite positions, and women of colour occupy an even smaller fraction, less than 5% of executive roles in many western countries.


Why?

The barriers are both visible and invisible. Here are a few:
  • The “Glass Ceiling”: Women often find themselves stuck in middle management with few clear pathways to the top.
  • The “Glass Cliff” Phenomenon: Women are more likely to be promoted to leadership roles during crises, when the risk of failure is highest.
  • Work-Life Expectations: Even today, women are more likely to be primary caregivers, and inflexible corporate cultures often punish those who need work-life balance.
  • Biases, conscious or not: A 2023 Harvard study revealed that women in leadership evaluations are still perceived as “less decisive” or “too emotional” — even when their performance matches or exceeds male counterparts.

Real Women, Real Impact


Despite these challenges, women continue to lead boldly across industries.
  • Leena Nair, former CHRO of Unilever, became the first female CEO of Chanel in 2021. Her appointment was praised for signalling a shift in fashion industry leadership.
  • Ngozi Okonjo-Iweala, an economist from Nigeria, broke history as the first woman and first African to lead the World Trade Organisation.
  • Kiran Mazumdar-Shaw, founder of Biocon, is not only a global biotech leader but also a mentor pushing for more women in STEM leadership roles in India.

These stories matter — they aren’t just about breaking glass ceilings, but also about changing corporate culture and inspiring the next generation.

So, Is Leadership Beyond Gender?


Not yet — but we’re getting closer. True leadership shouldn’t be about gender, but about vision, skill, and the ability to inspire. Yet structural and cultural barriers still make it harder for women to reach the top.

To close the gap, companies must:
  • Create inclusive policies like flexible work, equal parental leave, and transparent promotions.
  • Build mentorship and sponsorship networks that actively guide women into leadership roles.
  • Challenge unconscious bias through regular training and accountability.

Final Thoughts

We’re in an era where the conversation has finally shifted — from “should women lead?” to “what’s stopping them from leading?” The goal isn’t just gender balance for its own sake, but because diverse leadership leads to better innovation, smarter decision-making, and more resilient businesses. Leadership isn’t male or female. It’s human. And when we begin to see leadership truly beyond gender, we all win.
 
This piece captures both the progress we’ve made and the long road still ahead. The data is encouraging, but it’s clear that leadership isn’t truly gender-neutral—yet.


What stood out to me most was the mention of the glass cliff. So often, women are handed the reins only in times of crisis, and then judged more harshly when outcomes falter. It's a reminder that equality isn't just about numbers—it’s about context, support, and the conditions under which leadership is given.


Leadership should be based on capability, not gender. But we can’t pretend the playing field is level while unconscious bias, outdated work structures, and unequal caregiving expectations persist.


I appreciate the closing thought: “Leadership isn’t male or female. It’s human.” That’s the shift we need—not just in policies, but in mindset.
 
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