As the world contends with escalating challenges like climate change, armed conflicts, and economic instability, a critical issue that continues to undermine global progress is gender inequality in leadership. Women, who make up half of the global population, remain underrepresented in key decision-making roles across all sectors. In 2024, women hold only 27% of national parliamentary seats and 35.5% of seats in local governments. This year’s United Nations General Assembly (UNGA), one of the most significant platforms for global diplomacy, reflects this disparity: fewer than ten attendees are women out of the 139 world leaders attending.

Women’s leadership is not only a matter of fairness, but it also brings diverse perspectives and promotes inclusivity, which are key to solving complex global issues. Despite decades of international initiatives, such as the Beijing Platform for Action (1995) and the Sustainable Development Goals (SDGs), true gender parity is still elusive. Powerful international institutions, such as the United Nations (UN), have long made gender equality a priority, launching campaigns like HeForShe and the recent Beijing+30 review. However, according to UN Women, we still need an estimated 130 years to achieve true gender equality. While these efforts have raised awareness, progress has been frustratingly slow. The global response to gender inequality has been fragmented, focusing on symbolic gestures rather than dismantling the structural barriers that keep women from becoming leaders. As we approach the 79th session of the UNGA, the question remains: Why are so few women in leadership, and how can we change this?

Although there are global efforts to advance gender equality, numerous barriers continue to hinder women from attaining leadership roles. One of the most significant challenges is the deep-rooted nature of male-dominated political systems. In many countries, women are often excluded from informal networks and patronage systems, which are essential pathways to leadership. Even in countries with gender quotas, these systems frequently lead to tokenism—placing women in symbolic positions with little real influence. As a result, the leadership landscape remains largely unchanged.

International efforts have also been inconsistent. Campaigns like HeForShe have increased awareness but have stopped short of implementing the strong, enforceable actions necessary to challenge deeply ingrained power structures. For instance, while gender quotas may increase the number of women in politics, they do not address root causes of inequality like unpaid care work, ingrained gender biases, and the violence that many women face in public life.

Studies by UN Women in countries such as Jordan, Lebanon, and Tunisia have revealed that psychological violence, sexual harassment, and economic deprivation are common forms of abuse that keep women from participating fully in politics. In fact, many female leaders report that they encounter the worst harassment within the very institutions where they serve.

Additionally, the focus on increasing the number of women in leadership often fails to address the intersectional challenges faced by women from marginalised communities. Indigenous women, women of colour, and those from lower socio-economic backgrounds face multiple layers of discrimination that are rarely considered in policy discussions. Consequently, only a limited number of women are able to shatter the glass ceiling.

The global response also relies heavily on soft power strategies such as education, advocacy, and awareness campaigns. While these initiatives are valuable, they do little to disrupt the entrenched power structures that keep women out of leadership roles. Without strong enforcement mechanisms and accountability measures, progress will continue to be slow, uneven, and often symbolic.

To truly break the glass ceiling and ensure women have equal representation in leadership, the international community must adopt a comprehensive and systemic approach—one that goes beyond quotas and awareness campaigns and tackles the structural and cultural barriers that prevent women from advancing.

Quotas alone are insufficient. The international community should push for mandatory gender parity laws across all sectors. These laws must ensure that women hold equal representation in key decision-making bodies, and that their roles are substantive, not merely symbolic. International organisations such as the UN should conduct periodic reviews to hold countries accountable for progress, with penalties for those that do not comply. This is not an unattainable goal, countries like Rwanda have already implemented gender parity laws with significant success, proving that such measures are possible and effective.

For women to thrive in leadership, the international community should address the root causes of gender inequality. This includes tackling issues such as unpaid care work, unequal access to education, and gender-based violence. Governments should implement policies that provide affordable childcare, ensure equal pay, and offer strong legal protections against violence and harassment both in the workplace and in public life. Women cannot be expected to take on leadership roles if they remain disproportionately burdened with domestic responsibilities or if they face violence and intimidation.

The current approach to gender equality often overlooks the unique challenges faced by marginalised women. International organisations should work with national governments and civil society groups to develop programs that prioritise leadership training and mentorship for indigenous women, women of colour, and those from lower socio-economic backgrounds. By amplifying the voices of these women in policy discussions at both national and international levels, we can ensure that leadership is not only more inclusive but also more representative of all women.

One of the most significant barriers to women’s leadership is gender-based violence, particularly in political spheres. Governments must implement and enforce laws to prevent violence during elections and beyond. This includes holding perpetrators accountable and strengthening access to justice for victims. In today’s digital world, online harassment has become a major issue. The rise of cyberbullying and abuse has created a new domain of hostility, particularly for women in leadership roles. Governments should collect data on this issue and hold social media platforms accountable for enabling harmful environments that disproportionately target women.

Women’s leadership is especially critical in peace negotiations and international diplomacy. The UN and its member states should prioritise women’s leadership in all peace processes, ensuring that women are actively involved in negotiations and decision-making. This is not just about achieving gender equality, it is about creating sustainable peace and more inclusive outcomes in conflict-ridden regions.

While legal reforms and policies are essential, achieving gender parity in leadership also requires a fundamental shift in societal attitudes. In many cultures, women are still raised with expectations of being nurturing, passive, and secondary to men. Hardworking, ambitious, or career-oriented women are often criticised for deviating from traditional roles. This mindset needs to change. Society must embrace and celebrate women’s strengths in leadership, from their nurturing abilities to their decisiveness and resilience. Changing the way girls and boys are raised, instilling the idea that leadership and strength are not gendered qualities, will be key to building a future where women’s leadership is fully accepted and appreciated.

Achieving gender parity in leadership is not just a matter of fairness, but it is essential for global peace, stability, and inclusive governance. The international community, particularly the UN, should move beyond symbolic measures and take meaningful action to address the structural barriers that continue to hold women back. By enforcing mandatory gender parity laws, tackling the root causes of inequality, promoting intersectionality, and prioritising women’s leadership in peace processes, we can break the glass ceiling and create a world where women are equally represented in leadership roles. Only then can we achieve the lasting global peace and stability that comes from truly inclusive governance.