The Gender Problem in Leadership

In the run-up to International Women’s Day, a lunchtime conversation with colleagues turned into a thought-provoking discussion on leadership. With 40 percent of our leadership team in MEA made up of women, I’ve always believed in creating an inclusive workplace where talent is what matters. Most people would share this view, but as my female colleagues shared their experiences, it became clear that subtle barriers to leadership still exist and that, as men, we may not even recognise their presence. That’s what makes it all the more difficult to resolve.

As the conversation developed, one colleague mentioned how, after stepping into a senior role, she noticed a slight shift in how external stakeholders treated her. During negotiations, clients would sometimes direct technical or financial questions to her male colleague, assuming he was the decision-maker. It was never explicit, but it was clear.

Another leader shared how, while being interviewed for a senior role and after getting through the many rounds of interviews, she rejected the offer as the salary offered was not in line with the role. What was worse was when she pointed it out to the company, she was told that her husband was the breadwinner (a ludicrous assumption) and her income was supplementary and that she should look at it as a “family income”.

While listening to them, I realised how deep-rooted the issue is. Another colleague pointed out that after returning from maternity leave, she was subtly left out of key strategic discussions. Decisions she had previously been part of were now being made without her involvement, under the assumption that she would be too busy balancing work and family. No one said it outright, but the opportunities that had once been automatic now required extra effort to reclaim.

Listening to these experiences got me thinking about my daughter, who is poised to move into a leadership role in a few years once her studies are completed. Hearing these perspectives firsthand made me reflect on some of the challenges she may face in the future if these issues aren’t tackled NOW as women often have to work harder to be seen as equals.

Leadership is about capability, vision, and decision-making, not gender. But all too often, a leader is judged differently based on gender. 

As a society, we’ve made progress in bringing more women into leadership roles. But the real challenge isn’t just getting women into senior positions; We also need to ensure they are respected, supported, and judged in the same way as their male counterparts.

It’s a perception problem, and that’s what needs to change.

The double standards in leadership

Women comprise just over 10% of Fortune 500 CEOs despite strong evidence that gender-balanced leadership improves business outcomes. Why is this the case? It seems to be that leadership is still unconsciously associated with male traits. Assertiveness in a man is seen as confidence but in a woman, it’s more likely to be labeled as ‘difficult.’ A decisive male leader is frequently respected, whereas a decisive female leader can be seen as aggressive.

These biases may be subconscious, but that doesn’t make them any less real and may in fact, make them more difficult to remove. They create barriers that make leadership harder for women than it should be.

Unconscious bias - The real leadership barrier

Unconscious bias is a major obstacle. Most people don’t wake up thinking, Today, I’ll undermine a female leader. But decades of conditioning make it instinctive.

How often do men question women’s decisions in ways they wouldn’t with male colleagues? How often do women have to work harder to prove their expertise while men’s is assumed?

Recognizing bias is step one. Eliminating it is step two.

How male leaders can be part of the solution

As male leaders, we have a responsibility to ensure that leadership is gender-neutral. That means identifying and acting to remove the biases that hold women back.

1. Recognize and challenge bias

• Ask yourself: Do I challenge female colleagues’ decisions more than male ones? Be mindful of language.
• Words shape perception so stop describing men as “leaders” and women as “bossy” for the same behavior.

2. Champion women’s leadership

• Actively promote and sponsor talented women.
• Give direct, career-advancing feedback.

3. Model inclusive leadership

• Set the tone that leadership is about performance, not perception.
• Call out bias when you see it in meetings, hiring, and promotions.
• Ensure women leaders receive the same trust and backing as their male counterparts.

This helps to ensure that everyone is given a fair and equal platform to lead.

Leadership is leadership, regardless of who’s at the table

The debate isn’t whether women can lead. They do. The real issue is whether we, as male leaders, will fully support them.

At Sodexo, we are committed to building an inclusive workplace where leadership is defined by talent, not gender. Not as a corporate initiative but as a mindset shift every leader must embrace.

If we truly believe in equality, then we must stop seeing leadership through the gender lens, because real leadership isn’t male or female, it’s simply leadership.

If we stop seeing leadership through these lenses, my daughter should have a tremendous career ahead of her.