Why Inclusion Isn’t a “Women’s Issue”: How Leaders Can Drive Real Gender Equity

Yesterday, I attended a conference and awards ceremony celebrating women in technology.

The room included many senior (male) leaders – which is exactly where they need to be.

🎙️ I heard some depressing statistics:
The representation of women in tech has stalled. Attrition is rising.

And yet… the solutions I heard all placed the responsibility back on women:
🔹 Women need to be more confident
🔹 Women need to speak up and push harder
🔹 Women need to go find allies, mentors and sponsors
🔹 Women need to network more

This was in stark contrast to how I spent the first part of my week.

I worked with over 100 leaders across the globe – China, Korea, India, Latvia, France, Spain, the UK, Canada, the USA, Brazil – all eager to become truly inclusive leaders.

Below is just one example – the commitments leaders made after Part One of our programme to help build inclusive, equitable environments where everyone can thrive:

Here’s what those commitments reflect:

🔹 Women need more confidence
👉 Our leaders learn how to protect and build confidence – not erode it through repeated tests of belonging.

🔹 Women need to push harder to be heard
👉 Our leaders listen harder, ask more, and ensure quieter voices are heard – they speak last, not first.

🔹 Women need allies, mentors and sponsors
👉 Our leaders actively sponsor talent as part of their role – not a favour, and not a side hobby.

🔹 Women need to network more
👉 Our leaders share their social capital widely – not selectively.

📌 Here’s what gives me hope
There are leaders who understand that inclusion isn’t a “women’s issue” –
it’s a leadership accountability.

Because when brilliant talent isn’t heard, isn’t progressing, isn’t contributing, isn’t being retained…
💸 what is that costing your business?

The most impactful leaders are often motivated by personal insight –
recognising their own visible or invisible diversity, or wanting workplaces where the people they love can flourish.

Yes – we must continue empowering women.
But to accelerate real progress, leaders must close lived-experience gaps and redesign cultures.

That’s when inclusion stops being a programme…
and becomes a performance advantage. 💡