By Rajkumar Singh
The theme on women and global leadership highlights the progress, challenges, and significance of increasing women’s representation and influence in leadership roles across various sectors worldwide.
Its overview includes:
a. Current Status – Politics: Women have been breaking barriers as heads of state and government. Notable examples include Jacinda Ardern (New Zealand), Angela Merkel (Germany), and Ellen Johnson Sirleaf (Liberia). As of recent years, the percentage of women in parliamentary positions worldwide is approximately 26%, though significant regional disparities exist. Corporate Leadership: Women currently hold about 10% of CEO roles in Fortune 500 companies, marking progress but still reflecting a significant gender gap. Non-profit and Civil Society: Women often lead in sectors like education, healthcare, and community development, where their representation is typically higher than in politics or corporate leadership.
b. Challenges – Cultural Norms and Biases: Traditional gender roles often discourage women from seeking or being considered for leadership positions. Workplace Barriers: Issues like the glass ceiling, unequal pay, and lack of mentorship programs hinder women’s advancement. Intersectionality: Women of colour, LGBTQ+ women, and women from marginalized communities face compounded challenges. Care Responsibilities: Women often bear a disproportionate share of caregiving duties, limiting their career growth opportunities.
c. Progress and Opportunities – Quotas and Legislation: Countries like Rwanda have implemented gender quotas in government, resulting in record-high female parliamentary representation (over 60%). Advocacy and Movements: Initiatives like UN Women’s HeForShe, and grassroots movements empower women to pursue leadership. Education: Access to education for girls and women has been transformative in closing the gender gap in leadership. Leadership Styles: Research often highlights the distinct and effective leadership styles women bring, emphasizing collaboration, empathy, and inclusivity.
d. Global Impact – Economic Growth: McKinsey estimates that advancing gender equality could add $12 trillion to global GDP by 2025. Sustainable Development: Women’s leadership is crucial for achieving the United Nations’ Sustainable Development Goals (SDGs), particularly gender equality (Goal 5). Conflict Resolution and Peacebuilding: Studies show that women in peace processes increase the likelihood of durable agreements.
e. Future Directions – Promoting mentorship and sponsorship programs to support women in leadership pipelines. Encouraging male allyship to challenge and dismantle patriarchal systems. Strengthening policies around maternity/paternity leave and flexible working conditions. Highlighting role models to inspire the next generation of women leaders.
Features of Women Leadership
Women’s leadership at the global level exhibits several unique features that distinguish it from traditional leadership paradigms. These traits often stem from women’s experiences, perspectives, and the need to navigate systemic challenges, contributing to diverse and innovative approaches to leadership:
a. Collaborative and Inclusive Decision-Making – Consensus Building: Women leaders often prioritize collaborative approaches, fostering teamwork and inclusivity. Stakeholder Engagement: They tend to involve diverse voices in decision-making, ensuring representation of marginalized groups. Empathy-Driven Leadership: This approach helps in bridging divides, whether cultural, political, or social. Example: Jacinda Ardern’s leadership during crises (e.g., the Christchurch mosque shootings) showcased empathy, inclusion, and solidarity.
b. Focus on Social and Human Development: Women leaders often emphasize policies that address education, healthcare, gender equality, and child welfare. They champion initiatives that benefit underprivileged communities, recognizing their societal value. Example: Ellen Johnson Sirleaf, the first female president of Liberia, prioritized rebuilding healthcare and education systems post-civil war.
c. Conflict Resolution and Peacebuilding: Women leaders excel in diplomacy, negotiation, and conflict resolution, often bringing unique perspectives to peace processes. Studies indicate that peace agreements are more durable when women are involved in negotiations. Example: Women leaders in Colombia played pivotal roles in negotiating and implementing the peace deal with FARC rebels.
d. Resilience and Crisis Management: Women leaders have shown remarkable resilience in navigating crises, bringing calm, pragmatism, and empathy to decision-making. Their ability to multi-task and prioritize effectively is often highlighted during global emergencies. Example:Tsai Ing-wen of Taiwan was lauded for her effective response to the COVID-19 pandemic, combining swift action with clear communication.
e. Compassionate Leadership: Women often bring compassion to their leadership style, addressing emotional and psychological aspects of governance. They focus on building trust and morale within teams or communities. Example: Angela Merkel’s refugee policies reflected a compassionate and humanitarian approach, despite political backlash.
f. Focus on Ethical Governance: Women leaders are often perceived as less corrupt and more transparent in governance, reinforcing public trust. Studies suggest that increasing women’s representation reduces corruption and promotes ethical practices. Example: Finland’s Sanna Marin emphasized transparency and integrity during her tenure as the youngest prime minister globally. These traits, while not exclusive to women, reflect a distinct leadership approach that aligns with contemporary global challenges. Women leaders are reshaping what effective leadership looks like, fostering more inclusive, compassionate, and sustainable societies.
Challenges of Women Leadership
Women in global leadership face several persistent challenges despite their increasing representation in political, corporate, and societal leadership roles.
a. Cultural and Societal Norms – Stereotypes: Women leaders often face stereotypes that question their authority, competence, or assertiveness, such as being perceived as too “emotional” or “soft.” Traditional Gender Roles: Societal expectations often prioritize caregiving and domestic responsibilities for women, creating barriers to leadership.
b. Limited Access to Leadership Pipelines: Women often lack access to networks, mentorship, and sponsorship opportunities that are crucial for career advancement. Leadership roles frequently favour individuals with established connections in male-dominated spaces.
c. Discrimination and Bias – Unconscious Bias: Implicit attitudes can lead to women being overlooked for leadership roles or doubted once in those positions. Double Bind: Women are often criticized for being too assertive (seen as aggressive) or too collaborative (seen as weak), facing a no-win situation. Intersectional Discrimination: Women of colour, LGBTQ+ women, and women with disabilities face compounded biases.
d. Overburden of Responsibilities – Work-Life Balance: Women leaders frequently face greater scrutiny over their ability to balance professional and personal responsibility. Caregiving Pressures: Societies often expect women to shoulder a disproportionate share of caregiving duties, limiting their time and energy for leadership pursuits.
e. Political and Structural Barriers – Gender Quotas: While effective in some contexts, quotas can lead to tokenism, with women leaders being undermined or excluded from actual decision-making. Security Concerns: Women in politics or activism often face threats, harassment, or violence, including online abuse. Lack of Institutional Support: Many organizations and governments lack policies to support women’s advancement into leadership.
f. Perception and Credibility: Women leaders often face scepticism about their abilities, particularly in male-dominated fields like defence, technology, or finance. Their achievements are sometimes attributed to quotas or favouritism rather than merit. Global Disparities: In developing regions, women face compounded challenges such as lack of education, poverty, and limited access to resources, making leadership roles even harder to attain. Representation of women in global leadership remains uneven, with some countries achieving significant progress while others lag far behind.
Author: Dr. Rajkumar Singh – Youth motivator and former Head of the University Department of Political Science at the B.N. Mandal University, Madhepura, Bihar, India.
(The views expressed in this article belong only to the author and do not necessarily reflect the views of World Geostrategic Insights).
Image Source: thecommonwealth.org