Few years back, I started looking at the carried types of gender gaps: the pay gap, the pension gap, the promotion gap, and more, however, to me, I believe the most dangerous gender gap we face, in the decision-making gap. Why? because we humans are the sum of our decisions, it is the most critical thing we do, it holds power, influence, and consequence on ourselves and others, so what can have more impact than this. So what is the decision-making gap or decision gender gap?

The decision gender gap refers to the persistent disparity between men and women in attaining positions of authority and influence within corporations and governments. Despite progress in some areas, women remain underrepresented in leadership roles, facing systemic barriers such as cultural biases, inequitable workplace practices, and a lack of supportive infrastructure.

What are we dealing with?

1. Political Empowerment Gap: Women’s representation in political leadership remains limited, even in the most developed and most democratic countries. While there has been progress in some regions, such as Northern Europe, where countries like Iceland lead with over 90% gender parity, global political empowerment is the most significant laggard​ according to the World Economic Forum.
2. Economic Leadership: In the corporate world, structural barriers persist, and getting to C-Suit is far from a fair game for women. Despite initiatives, we collectively continue to fail achieving equity in the workplace. In an article published by IMD Business School, Norway’s mandatory board quotas have increased female representation in senior roles but have not resulted in widespread change at lower levels, highlighting the need for deeper systemic interventions​. We can strongly argue that women are needed in every level of decision making, so we do not walk on one foot! The private sector carries a heavy weight in influencing key decisions on each industry, and the overall economy. In Capitalist countries, this impact is even more amplified.
3. Progress and Challenges: According to the World Economic Forum‘s 2024 Global Gender Gap Report, the economic participation and opportunity gap has only been reduced by 60.5%, with significant disparities in earned income and leadership representation​.

Addressing the Decision Gender Gap

To narrow the decision gender gap effectively, traditional measures like quotas and policy reforms must be combined with creative and systemic interventions. Below are solutions, including innovative approaches, to create lasting change.

The Main Objectives

1. Legislative Interventions: Gender quotas, such as those adopted in Norway, serve as a critical starting point but require complementary strategies to address representation at all organisational levels​
2. Cultural Transformation: Corporations must focus on building inclusive workplace cultures that support mentorship, advancement, and equal opportunities for women, moving beyond tokenistic approaches​
3. Supportive Policies: Family-friendly workplace policies and initiatives to address unconscious bias can help retain talented women and enable their ascent to decision-making positions.

Some Creative Solutions

1. Transformative Education Initiatives

• Leadership Training Early On: Introduce leadership skills training for girls in schools to cultivate confidence and ambition from a young age. Programs like “Girls Who Lead” could focus on public speaking, negotiation, and decision-making.
• Cross-Gender Mentorship Programs: Encourage men in leadership positions to mentor women to foster inclusive career growth and challenge biases.

2. Gamification and Digital Platforms

• Leadership Simulations: Develop gamified tools where women can practice decision-making in virtual boardrooms or political scenarios, preparing them for high-stakes environments.
• AI-Driven Mentorship Apps: Use artificial intelligence to match women with mentors based on career goals, providing scalable, personalized guidance.

3. Incentives for Gender Equity

• Tax Benefits for Gender-Balanced Companies: Offer tax incentives to corporations that achieve gender parity in leadership roles.
• ESG Gender Parity Scores: Encourage businesses to integrate gender equity into their Environmental, Social, and Governance (ESG) metrics, tying leadership diversity to investment appeal​

4. Flexible Work Structures

• Job-Sharing for Leadership Roles: Create co-leadership roles to allow women to balance high-level responsibilities with personal commitments, enabling shared decision-making without career sacrifices.
• Global Remote Leadership Pools: Leverage remote work trends to include diverse candidates globally in leadership positions without relocation barriers.

5. Bias-Busting Measures

• Blind Evaluations: Implement anonymous application and promotion processes to reduce biases.
• Bias Detectors in AI Tools: Use AI to identify and mitigate gender bias in hiring and performance evaluations.

6. Public Accountability Campaigns

• Transparency Reports: Require corporations and governments to publish data on gender representation in decision-making positions.
• Recognition Programs: Highlight and celebrate organizations with exemplary gender equity practices.

7. Cultural Shifts Through Media

• Storytelling Platforms: Share success stories of women in leadership through documentaries, podcasts, and social media campaigns to inspire change and challenge stereotypes.
• Entertainment Industry Involvement: Partner with content creators to portray more women leaders in films and TV to normalize female authority in decision-making.

8. Community-Driven Solutions

• Leadership Hubs for Women: Establish regional hubs where women can collaborate, share experiences, and access resources for leadership development.
• Local Advocacy Groups: Empower grassroots organizations to pressure institutions for gender-balanced leadership.

9. Experimental Policies

• Leadership Rotation: Introduce temporary leadership roles for qualified women to gain experience in decision-making environments.
• Parental Leave Equalization: Mandate equal parental leave for both parents to normalize shared caregiving, reducing biases against women.

10. Redefining Metrics of Success

• Beyond Numbers: Focus not only on the quantity of women in leadership but also on their influence and impact. Use qualitative assessments to measure decision-making contributions and trace origins of influence.

Why Closing the Gap Matters

Diverse leadership fosters innovation, enhances decision-making, and drives better outcomes for organizations and societies alike. By addressing the decision gender gap, stakeholders can unlock untapped potential and set the stage for more equitable and prosperous futures.