Women’s Representation in Politics and Decision-Making

Women in Leadership: The Urgent Need for Parity and Quotas

Women have made significant strides in politics and leadership over the past few decades, yet true parity remains a work in progress. Around the world, conversations about enacting or strengthening reservations (or quotas) for women in legislative bodies, on corporate boards, and in other leadership positions are reaching a fever pitch. These measures aim to level a playing field long skewed by historical inequities and structural biases.

I’m Nikita—someone who has carved out my own path in politics despite facing various forms of resistance. In this blog, I want to share my personal journey, shed light on systemic barriers, and advocate for a future in which more women occupy the highest seats of power.

Why Women’s Representation Matters

• Diverse Perspectives: Having more women at the table leads to more comprehensive decision-making. Women often bring distinct insights into issues like healthcare, education, and social welfare—areas crucial for community well-being but historically overshadowed by other policy agendas. For example, studies have shown that women legislators are more likely to sponsor bills related to childcare and domestic violence.
• Role Models for Future Generations: Every time a girl sees a woman in a leadership position, it expands her sense of possibility. If women leaders remain rare exceptions, young women may not view politics or executive roles as viable career paths. According to UN Women, “Seeing women in leadership roles changes perceptions about what women can achieve.”
• Equity and Inclusion: True democracy and fairness demand that every segment of society has a voice. Women form roughly half the population. Ensuring that half is adequately represented is not just good politics—it’s a matter of basic equality. Globally, as of 2023, only about 26.5% of parliamentary seats are held by women.
• Change in Policy Priorities: Statistics show that women leaders often invest more in education, healthcare, and social programs. Their leadership tends to prioritize community-centric governance, striking a balance between economic goals and human development. A study by the Inter-Parliamentary Union (IPU) found that women’s presence in parliaments leads to increased focus on social welfare legislation.

Ongoing Discussions: Reservation for Women

1. Legislative Bodies

Efforts to enact women’s reservation in national and regional legislatures have been gaining momentum across continents. Some countries already have legislation that requires political parties to field a certain percentage of women candidates or fill a set number of seats in parliament with women. These policies aim to combat the deep-seated gender bias that often determines who gets “winnable” seats or campaign financing.

• Examples:
  • Rwanda has the highest percentage of women in parliament globally, with over 61% of seats held by women, largely due to a quota system.
  • India has debated the Women’s Reservation Bill, which proposes reserving 33% of seats in the Lok Sabha and state legislative assemblies for women.
• Challenges and Critiques:
  • Tokenism: Critics argue that quotas might lead to symbolic placements with minimal real power. While tokenism is a legitimate concern, in many cases, quotas have actually opened doors for women to prove their leadership and influence policy.
  • Resistance from Established Powers: Political parties or corporate boards controlled by entrenched leadership can be reluctant to cede space or power—even if it means long-term benefits and better governance.

2. Corporate Boards

A parallel push exists in the corporate world to ensure a minimum representation of women on boards. Similar to politics, the lack of women in top corporate leadership often stems from systemic biases, networking challenges, and fewer mentorship opportunities.

• Benefits of Corporate Quotas:
  • Improved financial performance: Multiple studies have found that companies with more gender-balanced boards tend to perform better financially. A 2019 report by McKinsey & Company found that companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average ¹ profitability than companies in the fourth quartile. 
  • Stronger ethical and social stewardship: Women board members are often vocal about corporate responsibility and sustainability, aligning a company’s goals with broader social well-being.
  • According to a study by Credit Suisse, companies with more than one woman on the board have shown a higher return on equity.

Dismantling Systemic Barriers

• Mentorship & Networking: One of the key barriers I faced—and still see among emerging women leaders—is the lack of robust networks. Politics and corporate leadership are often insular circles. Establishing mentorship programs, championing women’s caucuses, and creating supportive networking platforms can significantly counter this hurdle.
• Family and Societal Expectations: Traditional gender roles can limit women’s time for political engagement or leadership positions. Family support, affordable childcare, and community-based solutions, such as child-friendly campaign events, can make a significant difference.
• Campaign Financing and Resource Allocation: Women often struggle to secure the same level of funding for their campaigns as men. Equalizing party support, creating specific funds or grants for women candidates, and promoting transparency in campaign financing can reduce these disparities.
• Changing Mindsets: The most challenging barrier is intangible: deeply ingrained biases. Education campaigns, media representation of strong women leaders, and community outreach that normalizes women’s leadership can help shift societal perceptions.

Call to Action

• Support Quota Legislation: Reach out to your local representatives. Voice your support for policies that mandate fair representation of women in legislatures and on corporate boards. It’s an effective tool to break open the doors that have remained shut for centuries.
• Engage in Local Politics: Participation starts at the grassroots. Attend local council meetings, volunteer for community projects, and if you have the chance, run for an office—be it a student body or a neighborhood committee. Each local step builds experience and credibility for higher leadership roles.
• Mentor and Be Mentored: If you’re a seasoned professional or leader, offer guidance to younger women. If you’re just starting out, seek out networks, mentorship circles, or local female leaders who can guide you.
• Champion Women in Your Space: Even if you’re not in politics, you can help shape the narrative in your workplace, school, or community group. Encourage and support women to take on leadership roles. Amplify their voices, and speak up when you see bias or discrimination.

Conclusion

The journey towards equal representation in politics and decision-making is far from over, but we are at a critical juncture. Governments, corporations, and civil society are increasingly recognizing that investing in women’s leadership drives better outcomes for everyone. From the legislative chambers where laws are formed to the boardrooms that steer corporate vision, women deserve a voice and the power to make decisions that affect us all.

I believe that by pushing for meaningful quotas, dismantling systemic barriers, and reshaping public perception, we will see a future where women’s representation in politics and leadership is not a debate—it’s the norm.

Let’s keep pushing forward—together.