The persistent problem of women's exclusion from decision-making

Exclusion of women from decision-making positions is one of those deeply entrenched issues which cuts across societies, cultures, and industries. Despite decades of work on advancing gender equality, women remain grossly underrepresented in positions of power and authority. The same issue of underrepresentation persists not only in the political and corporate spheres but also extends into areas such as community-level leadership, peacebuilding, and decision-making processes on social, economic, and environmental policy levels.

The lack of women's voices within such critical arenas encompasses decisions that fail to account for the diverse experiences and needs of all their members. This is not a loss to women alone but to entire communities and economies, because proof shows that decisions turn out to be more inclusive, sustainable, and equitable when women are included in leading positions. These are deeply entrenched and complex structural, cultural, and institutional obstacles to women's participation. Complete gender parity in decision-making remains a lingering issue.

Historical Background and Entrenched Patriarchal Standards

Perhaps one of the most basic reasons for excluding women from decision-making processes is the historical entrenchment of patriarchal norms that have defined gender roles since time immemorial. In nearly all societies, the patriarchy structurally ordains men to a web of dominance in both the public and private sphere. Men are enshrined as natural decision-makers and leaders; women are placed as caretakers inside the home. Socially, legally, and culturally, roles have been perpetuated to yield an inflexible division of labor, segregating tasks strictly between man and woman-a division apparent in most parts of the world today.

Historical legal systems actively excluded women from governance, property ownership, or even control over their economic and political rights. Formal education or professional functions were also commonly restricted for women in some civilizations, making sure the latter retained an economically dependent position under the shelter of men. This was further crystallized in religious dogma and cultural ethos, which depicted women as less capable of rational thought, weaker, or even morally inferior, and thus required to be excluded from decision-making processes.

Even when societies gradually evolved, their practice of excluding women became institutionalized. Most countries around the world granted women suffrage only in the early to mid-20th century, and even then, they continued to face significant obstacles to participating in political life. For example, it was until 1920 that women in America succeeded in the voting rights, and other countries even later. But the right to vote was only a first step: it did not usher in representation of women in leadership and decision-making positions-a lacuna that exists to this day.

Cultural and Social Expectations

As formal legal barriers have fallen in most parts of the world, cultural and social expectations remain obstacles to the full integration of women into decision-making. In many cultures, the stereotypical norms of gender roles are so present that a man is considered a breadwinner and a decision-maker, while from women, family and care are put above everything. Such cultural expectations become a formidable barrier for women to pursue leadership because women are very often perceived as being less dedicated to their careers or incapable of managing both leadership and family responsibilities effectively.

In conservative or patriarchal societies, these cultural norms become even more exaggerated. In that case, women who pursue leadership or decision-making roles may be targets of backlash, criticism, or violence due to their stepping beyond the traditional gender role. They are seen as forgetting that they are mothers or wives and taking themselves to the extent of challenging even the natural order of gender relations. This, in turn, makes many of the potential women contenders not even try to seek entry into spaces for decision-making, while those who do face tremendous social pressure to adhere to their stereotypical roles.

The biases translate into cultural factors as gender stereotypes in professional and political spheres, where women are labeled as less capable or assertive than men. In women, strong leadership qualities-trait labels for such behavior include assertive, confident, or ambitious-are often described pejoratively using terms like "bossy," "unfeminine," or "difficult," while these same traits among men are viewed as positive attributes of a strong leader. This double standard puts women in a Catch-22 position: if they hold consistently to the stereotype of womanly passivity, they are perceived as not being strong enough to provide good leadership, but if they act with much assertiveness, they are punished for failing to conform to the cultural expectation of what it means to be a woman.

Political Exclusion and Marginalization

One of the most noticeable levels at which women's exclusion in decision-making is very evident is within the political sphere. Women make up half of the population on the planet, but their representation in political leadership is incredibly low. As of the year 2023, women hold just few of parliamentary seats worldwide and, in many countries, it is much lower. In terms of women's representation, matters are even worse with regard to high-ranking positions in government, such as heads of state, ministers, or cabinet members.

The political under-representation of women has deep ramifications for how governance decisions are made and what policies are set forth. Decisions that are reached devoid of the contributions of women are less apt to address issues that disproportionately affect women and children, including healthcare, education, childcare, and reproductive rights. Furthermore, the lack of involvement of women in political authority often leads to the failure in law and regulations to consider the concerns of the communities at the margins, such as low-income families, ethnic minorities, and those with disabilities.

Getting into politics often has lots of barriers, especially for women. Most of the time, political parties can be very reluctant, especially those with male-dominated environments, to support female candidates, much less a female candidate for a leadership position. "Old boys' networks" are typical of the political systems whereby men who already hold positions of power mentor, promote, and support their colleagues so that women are left out. Even in countries where women have equal access to political office, most experience sexism, harassment, and even violence-all barriers to pursuing leadership roles.

As some of the high tolls of political exclusion, harassment, and violence against female politicians stand as some of the most pernicious in results. There exists a very high level of gender-based violence that women in politics face both online and offline compared to their male counterparts. This ranges from threats to verbal assault and in some instances physical assault.  The hostile environment not only discourages women from venturing into politics but also renders those who succeed at entering it less effective because they have to divert considerable energy toward ensuring their personal safety rather than devoting it to political agendas.

Corporate Leadership and Economic Exclusion

Women also are not allowed to participate in decisions concerning any issue in the corporate world, like in all other spheres. Even though women have entered the job market en masse, they still remain drastically underrepresented in management positions at especially high levels of corporate power. 

The corporate culture more often than not reflects and reinforces the same gender biases found in broader society. Leadership roles in business are commonly associated with traditionally masculine qualities, including assertiveness, competitiveness, and risk-taking, which further puts women at a disadvantage due to the common stereotypes characterized by passivity, cooperation, or risk aversion. Stereotypes create even further barriers for women in leadership positions, as women are constantly passed over in favor of men who can better take on the demands that come with corporate leadership.

Beyond stereotypes, females also face huge structural barriers to doing business. Probably one of the most important barriers is a lack of access to professional networks and mentorship opportunities. This, in turn, means male leaders are more apt to mentor and advance other men, creating self-perpetuating cycles of exclusion that deny women the top levels of decision-making. Women often are excluded from these informal networks of power, thereby finding it harder to get ahead.

One other manifestation of economic exclusion that fosters women's marginalization from decision-making roles is the gender pay gap. Women earn considerably less than men for the same work. This discrepancy compounds over time, since women's lower earnings narrow their possibilities of investing in further education, career development, or political campaigns-all tools that grease the wheels for moving upward into leadership positions.

Social Exclusion and Informal Leadership Roles

The exclusion of women from decision-making extends beyond mere formal political and business leadership into the sphere of social, community, and religious leadership. Women are excluded from a wide array of informal spaces where decisions are made at the community level-from community councils to religious institutions to local-level governance structures. Where women are engaging in decision-making at the community level, their contributions are too often not valued and dismissed as men make the final decisions on key issues.

Women are excluded from positions of religious or cultural leadership in many societies. For example, most religious traditions are reserved for men, with women taking subordinate supporting roles. Excluding them from this position not only deprives them of the opportunity to shape religious and cultural practices but also serves to further support the broader cultural message regarding male dominance.

Even in societies where women are members of active leadership, their views are not heard or are accorded less weight. Women in community leadership are more likely to be interrupted, talked over, or dismissed by their male colleagues, thus becoming frustrated in building any form of authority or making a meaningful contribution in decision-making.

Exclusion in Peacebuilding and Conflict Resolution

This is particularly evident in peacebuilding and conflict resolution processes, in which women's participation is often crucial to achieving durable peace. Even as international commitments pile up to address the lack of women's participation in peace processes-through documents such as the UN Security Council Resolution 1325 on Women, Peace, and Security-women continue to be underrepresented in formal peace negotiations. 

This exclusion carries great consequence. Women bring sensibilities to the negotiating table that are particularly keen regarding human rights, justice, and reconciliation-often hallmarks of lasting stability. I am sure that peace agreements that involve women are more likely than others to be implemented and to last. Yet, peace processes often have women in sideline roles, at best observers or advisors rather than full participants in negotiations.

Structural Barriers:

While cultural norms and stereotypes remain deeply implicated in excluding women from decision-making, structural factors also play their part in marginalizing their participation. These include legal frameworks that do not protect women's rights, institutional practices that operate to the disadvantage of women, and inequality in education and professional development.

Most legal frameworks in many countries have failed in guaranteeing equal rights for women in the fields of inheritance, property ownership, and access to credit. These legal inequalities make it difficult for women to gather economic resources that could be used as stepping stones toward leadership in politics, business, or community governance.

Institutional practices also contribute to women's exclusion. For instance, organizational processes for hiring and promotion generally favor males, often through overt discrimination but also through subtle forms of gender bias. Women are often held to higher standards than men in order to be considered for leadership roles, and they may be passed over for promotion or leadership based on assumptions about their family responsibilities or supposed lack of commitment.

Forward Looking: From Exclusion to Inclusion and Finally to Equality

Most aspects will have to be put into practice, including legal reforms, changing cultural attitudes, and institutional practices that offer a level playing field for men and women. Legal frameworks have to be strengthened so that the rights of women are equitably protected from political participation to economic empowerment. Some countries have recorded increased women's participation in decision-making due to the introduction of gender quotas for political representation.

Cultural change is also called for. Challenging and dismantling stereotypes of what women and men should do and cannot do-through media and education-is a difficult process. It would be such a cultural change that allows every society to further value and respect women's leadership through positive portrayals of women in leading positions, and encourages men to be more engaged in caregiving to free women for the opportunity to become leaders uncomplicated by traditional gender roles.

In the realm of more inclusive workplaces and decision-making spaces, institutional changes are also in order. Policies such as paid family leave, flexible work arrangements, and mentorship programs for women can reduce the playing field to an equal level for all, so that women would have equal opportunities to ascend in their careers.

It is a lot more than just the legal and institutional support that empowers women to assume leadership positions and raise their voices in decision-making processes. It requires a cultural shift on the meaning of leadership and its worth. Women should be viewed not as exceptions or tokens in leading positions, but as equal partners in shaping the future of their communities, countries, and the world.

It is a deeply ingrained exclusionary tendency that pervades every aspect of life-from the state to civil society, markets, and the community-which are rooted in the structural, cultural, and institutional barriers that continue to oppress women. In giving equal access to education, economic resources, and leadership positions to women, society dismantles stereotypes that long defined gender roles and opens the way for the creation of a more inclusive and fair future in which the voices of women can be heard and valued in all decision-making spaces.