by Runa Khan,
March 8, 2025
Envision a world where equality is not a hope but a reality—where every individual, regardless of gender, has the freedom and opportunity to shape their future. A world where leadership is defined by vision, not bias, and where inclusivity is the foundation for progress. Imagine this world!
Leadership is not a privilege bestowed upon a select few; it is a responsibility, a force that shapes the course of history. And yet, for centuries, half of humanity—women—have been systematically denied their rightful place at decision-making tables. If we are to build a future that is sustainable, where prosperity is shared, where development is a right and not a luxury, then we must confront this imbalance with urgency and resolve it.
The Sustainable Development Goals (SDGs) speak of equality, justice, and a world where no one is left behind. But how can we claim progress when women remain underrepresented in leadership across sectors—political, corporate, social, and in respect? Women hold only 26.7% of parliamentary seats globally and just 6.6% of CEO positions in Fortune 500 companies.
Across the world, women continue to struggle for space in boardrooms, in politics, in global forums. Even in nations that pride themselves on progressiveness, representation remains dismal. Only 10% of heads of state and government are women in 2022. The United States, despite its global influence, has never had a female president. Women at the highest levels of power are seen as an exception. It is a systemic exclusion.
It is not a question of whether women are capable. They are. Yet systems are not designed to include them. Women receive 34% less mentorship than men in professional settings. Women have been told, generation after generation, to wait, to prove themselves, to work harder. And even when they do, the doors remain closed. The issue is not lack of talent; it is lack of access. Leadership structures have always been built by men, for men, reinforcing cycles of exclusion.
Yet history has repeatedly demonstrated that women are not just participants in change—they are drivers of change. In Bangladesh, during the student revolution, women fought alongside men. In times of crisis, in movements for justice, and in community-building, women lead. But when the dust settles, when the victories are counted, they are pushed back to the margins. The same world that benefits from their strength refuses to acknowledge their leadership.
This contradiction is global. Women are at the forefront of revolutions and social transformations, yet power structures consistently sideline them. We are told to be patient, to celebrate token inclusions, to be satisfied with incremental progress. But progress is not real until leadership by women is not an anomaly but an expectation.
Our understanding of leadership, strength, and power itself needs to evolve. For too long, these concepts have been framed through a predominantly male lens—rooted in dominance, control, and hierarchical authority. True leadership, however, must be redefined beyond these narrow constructs. Strength is not about exerting power over others; it is about resilience, collaboration, and the ability to nurture and uplift. As Vandana Shiva and other thinkers have argued, the dominant global paradigms often impose external values on women, rather than recognising and amplifying the strength inherent in their own cultures, traditions, and ways of knowing. We need to move away from seeing leadership as a contest of supremacy and instead embrace a more holistic, inclusive, and humane vision of power.
Girls from the most unaddressed communities, from the Chars of the Brahmaputra, once lacking even basic services, are now leading and representing their people on global platforms. They attend conferences like COP28, study at prestigious institutions, and advocate in the European Parliament. This transformation—from survival to ambition—has taken over two decades of our role in nurturing their leadership within communities. Their success proves that true empowerment lies in confidence, dignity, and the ability to change mindsets. From Molida, a young flood volunteer who saved 45 women and children by crafting a banana raft, to Joyeeta awardees overcoming adversity to uplift their communities, and many becoming elected members of local administration, these stories are testaments to resilience. Friendship has supported young women in accessing higher education, amplifying their voices in global climate forums and policymaking. These women are not just beneficiaries of change; they are its architects, shaping policies and proving that leadership flourishes when women are given the chance to rise.
However, empowerment must also be about enabling women to lead on their own terms, not forcing them into predefined roles dictated by external perspectives. Too often, initiatives aimed at empowering women impose values and expectations that are disconnected from their realities, dismissing their traditions, knowledge, and aspirations. Real empowerment comes from within—allowing women to build leadership based on their own belief systems, cultural identities, and lived experiences. It is not about making them fit into an existing mould, but about giving them the tools and space to create their own.
Some argue that leadership should be about competence, not gender. And I agree. But the reality is that women are not given the same opportunities to become competent leaders in the first place. Leadership is not just about raw talent—it is about training, mentorship, networks, and experience. And for generations, women have been systematically excluded from these channels of growth. At the current rate, gender parity in political representation will not be achieved until 2063. We do not seek special treatment; we seek the same opportunities that men have always had.
To balance eons old imbalance we still need quotas, reserved seats, and deliberate interventions, for if we wait for an organic, just change, another century will pass before true equality is realised. The goal is not to keep these interventions forever, as we see today that companies with at least 30% women in leadership roles are on average, 15% more profitable. The goal is to create a world where they are no longer needed—where women’s equality is a norm.
When we fail to include women in leadership, the world loses more than just numbers. It loses vision, perspective, and a different way of thinking. Studies have shown that women in leadership prioritise long-term stability over short-term wins, that they are more collaborative, more inclusive in decision-making. The pandemic proved this: some of the most effective responses came from countries led by women—New Zealand, Taiwan, Germany. They were decisive, pragmatic, and deeply aware that leadership is about responsibility, not dominance.
This is not about replacing men; it is about completing the circle of requirements, especially in leadership. We cannot continue with a world where decisions are made by only one half of humanity. Structural change is needed—investment in women’s leadership, mentorship, and access to power. Young girls must grow up seeing women in leadership as a norm, not as an exception. Because leadership does not happen by accident; it happens by preparation.
I dream of a future where a ‘Women’s Day’ will not be necessary, where together we aspire for a ‘Day of Humanity’. We must build a world where leadership belongs to those who are capable, not simply because they are given more opportunity and access. A world where women do not need to fight for their place, but where they have it. This is not a women’s issue. It is a human issue. It is about the kind of world we want to see and help create—the kind of world we want to leave behind for the new generation.
Note: A version of this article was published in The Daily Star newspaper on 10 March, 2025.
