The landscape of gender diversity in the workplace has undergone a profound shift in recent years. No longer is the argument for more female representation in leadership positions solely a moral or fairness issue. Instead, it has evolved into a compelling business case, emphasising the benefits of greater diversity for the bottom line. With women constituting over 50% of the global population and demonstrating equal levels of education, ambition, and ability, companies that lack gender diversity in leadership risk missing out on top talent.
For instance, in the pharmaceutical industry, despite women comprising 60% of new hires, they become increasingly outnumbered by men as they ascend to senior management roles and beyond. This discrepancy intensifies as one climbs the career ladder, highlighting the significant loss of female talent along the way.
Addressing this issue isn’t just a matter of equality; it’s a business imperative. The question we should be asking …