RW - foRWard Health & Wellbeing eMag - June 25 - Flipbook - Page 16
Perception of women leaders
in the workplace
The research highlights a signi昀椀cant gender gap
in perceptions regarding female representation
in leadership positions. While 57% of men believe
their organisation has an equal presence of strong
female role models, only 31% of women share this
view. This discrepancy underscores a concerning
gap in how men and women experience gender
equity in leadership, with women more likely to
perceive a lack of female representation.
The 昀椀ndings also reveal that women are more
likely to report a male dominated leadership
structure. Speci昀椀cally, 28% of women state that
their organisation is predominantly led by men, in
contrast to just 13% of men who feel the same way.
This suggests that women are more a琀琀uned to the
gender imbalance at higher levels of leadership,
where male dominance is often more visible and
entrenched.
These 昀椀ndings highlight the persistent gender
disparities in leadership roles and the ongoing
challenges women face in being equally
represented in decision-making positions.
Achieving gender equity in leadership not only
requires recognising these gaps but also actively
working towards creating an inclusive environment
that promotes female leadership at all levels.
Why the gap exists
The data reveals a signi昀椀cant gender gap in
perceptions of why women are underrepresented
in leadership. When asked why women are
underrepresented in leadership, responses
diverged sharply by gender: 67% of women say bias
and unequal access to opportunity are key barriers,
while just 28% of men recognise this as a reason.
Women also cite caregiving responsibilities (17%)
and di昀昀iculty returning to work after children (13%)
at far higher rates than men, showing how career
pathways are impacted by life stages that often go
unsupported in traditional leadership pipelines.
Perhaps most striking is that 57% of men believe
women are not underrepresented in leadership at
all, compared to just 2% of women. This highlights
a sharp contrast in how each group views the issue.
These disparities underscore the need for more
awareness and action to address the barriers that
women face in advancing to leadership positions.
The need for equal representation
of women leaders
The question of whether there is a need for equal
representation of female leaders in organisations
continues to highlight signi昀椀cant disparities
in perception between genders. While many
women strongly advocate for equal leadership
opportunities, a notable proportion of men are
less likely to see this as a pressing issue. This gap
in perception underscores a broader challenge:
systemic biases and cultural norms that have
historically limited the progression of women into
senior roles.
Equal representation is not simply a ma琀琀er of
fairness, it is a critical factor in driving innovation,
enhancing decision-making, and re昀氀ecting the
diverse markets organisations serve.
According to a 2023 study by McKinsey &
Company, organisations with gender-diverse
executive teams are 39% more likely to outperform
companies with low diversity. A 2024 study by
Bloomberg Intelligence found that companies with
more women on their boards deliver 2–5% higher
annual returns compared with peers having fewer
women on their boards. In addition, Harvard
Business Review reports that gender-diverse teams
make be琀琀er business decisions up to 87% of the
time.
Despite these bene昀椀ts, women remain
underrepresented at the top. This imbalance
can contribute to workplace cultures and policies
that don’t fully support or re昀氀ect the needs of
all employees. By prioritising gender-balanced
leadership, organisations can foster greater equity,
strengthen their competitive advantage, and
demonstrate stronger social responsibility.
