The fact that we do tells us something about leadership.
Each year, this day March 8th brings mixed emotions.
Gratitude for the women in my life past, present, and future.
Sadness that structural inequality remains visible.
Hope that leadership and individual choices can accelerate change.
A line from my academic friend Martha Maznevski stays with me –
“when we make workplaces better for women, we make them better for everyone.”
This insight extends to many marginalised groups.
If leadership designs better systems for those with fewer advantages, everyone benefits.
Some people call this Inclusive Leadership – whatever you call it; we can all make a difference.
Workplace and economic disadvantages
The data continues to highlight uneven outcomes.
- The global gender-pay gap remains at around 20 percent.
Source – International Labour Organization, Global Wage Report 2022–23 - Women hold around 10 percent of CEO roles in Fortune 500 companies.
Source – Fortune, 2024 - Mothers experience lower pay and slower progression following parenthood, often referred to as the motherhood penalty Sources – Office for National Statistics, 2023, Institute for Fiscal Studies, 2016
- Women report higher levels of burnout and job insecurity in many sectors.
Source – Deloitte Women at Work, 2023 - Women are underrepresented in senior leadership across most industries.
Source – McKinsey and LeanIn, Women in the Workplace 2023
Health, safety, and financial disadvantages
Beyond work, the data remains stark.
- Women’s pain is more likely to be underestimated and undertreated in healthcare settings.
contributing to delays in treatment and poorer outcomes. - Sources – The Journal of Law, Medicine and Ethics, 2001, King’s College London, 2022
- Women face higher rates of misdiagnosis for conditions such as heart disease.
Source – British Heart Foundation, 2022 - Financial insecurity remains higher for women across the life course.
Source – OECD, 2023 - Women are disproportionately affected by intimate partner violence.
Source – World Health Organization, 2021
Strengths and advantages often overlooked
Alongside these disadvantages, the strengths women bring remain significant.
- Women have higher rates of tertiary education attendance and completion globally.
Source – UNESCO, 2022 - Women live longer on average than men.
Source – World Health Organization, 2022 - Women demonstrate higher levels of workplace engagement in many surveys.
Source – Gallup, 2023 - Women report finding significantly more meaning and purpose in their work than men, with the gap having increased over the last two decades – suggesting a growing focus on purpose and impact rather than only transactional work.
Source – Columbia Business School, 2023 - Women show stronger risk management and long-term investment behaviour in financial decision-making.
Source – Barclays, 2020 - Women build and sustain stronger social networks, supporting wellbeing and resilience.
Source – Harvard Study of Adult Development
Progress exists.
Disparity persists.
Leadership and individual choices shape the pace of change.
Personal Reflection – where I find hope
I choose to hold a positive lens alongside realism.
Where I find hope is in the women around me.
My choir friends who share joy, laughter, and collective breath.
My book clubs who expand my thinking & share ideas and perspectives I would not have considered.
Friends across countries who challenge, support, and celebrate me.
My coaching clients who show courage, vulnerability, commitment, and humour.
My chosen sisters who stand beside me through quirks, stumbles, and growth.
These networks matter.
They shape resilience.
They strengthen leadership capacity.
The research shows women build strong social networks.
My lived experience reflects that truth.
I am healthier, happier, and richer in experience because of these relationships.
Leadership Lessons
Leadership is shaped by the systems we design.
The data shows where those systems fail many women (and others, of course).
The relationships show what strength looks like when people are supported.
Key leadership lessons emerge.
• Designing for inclusion improves performance for everyone
• Structural barriers shape individual outcomes
• Community strengthens resilience and courage
• Progress requires sustained leadership attention
• Allies accelerate change across organisations
Leaders influence policies, norms, promotion pathways, health support, and psychological safety.
Leadership impact compounds through everyday decisions.
Ideas for action going forward
Leaders can take practical steps.
• Audit pay, progression, and performance systems for bias
• Design flexible work practices that support caregivers across genders
• Create sponsorship pathways for women into senior roles
• Train leaders to recognise historical patterns and visibility gaps
• Measure wellbeing and burnout across teams
• Support networks and communities inside organisations
• Invite men into active allyship roles
• Track outcomes over time and adjust systems accordingly
These actions support women.
They also improve organisational health, engagement, and performance.
Closing reflection
I remain grateful for the women in my life.
I remain hopeful leadership and individuals can accelerate change.
I invite men to join this work as partners in building better systems for everyone.
If this reflection resonates, DO 1 action this month to strengthen equity in your workplace or life.
If you want practical tools to support inclusive leadership, contact me here and I will share resources leaders use to turn intention into impact.
