Gender inequality in leadership

😤 This is not OK.

Over the past few days, I’ve spoken with six brilliant women—all leaders in their fields—who shared their experiences of gender inequality in the workplace. The stories are different, but the pattern is unmistakable.

🔻 A leader in private banking told me that, statistically, it’s easier to be a woman on a Formula 1 team than a female senior leader in banking. Both environments remain heavily male-dominated.

🔻 Another senior female leader was routinely excluded from team events in her male-dominated organisation —social activities were being organised by her male peers, with no invitation extended.

🔻 A university academic spoke about being one of the few women at her level. She often feels overlooked and unheard in decision-making spaces. She spoke about having to proactively find allies to help her navigate this.

🔻 A recent Schools Week article (🔗 in comments) highlights the reality for mothers returning from maternity leave in education. Without flexible working options—particularly in secondary schools—many leave the profession within a year. Yet, where flexibility is offered, retention is actually stronger than among other teachers.

🔻 An armed forces veteran with 21 years of service explained that she had to “shout louder” to be noticed and taken seriously for promotion.

🔻 A system leader in education described the constant pressure to prove herself—working harder than male peers to gain equivalent recognition.

These stories are from different sectors—but the inequality is systemic.

We have not yet achieved gender equity in leadership.

❌ Not in education.

❌ Not in finance.

❌ Not in academia.

❌ Not in the military.

🟡 What would it take to create cultures where women can thrive—not just survive—in leadership?

🟡 Whose voices do we still need to hear more clearly?

I’d love to hear your reflections below.