“So God created mankind in his own image, in the image of God he created them; male and female he created them” (Genesis 1:27). Women are the center of the family, balancing both positive and negative energy. But where do women actually stand in the current world? Are they treated equally? Do they truly matter to corporations? Are they significantly contributing to GDP? These are some of the pressing questions we encounter daily.
In 2008, Norway mandated that every stock market-listed company allocate 40% of their board seats to women. Although many companies criticized this directive, it sparked a wave of change in countries like Germany and France, where women now hold 35–40% of board seats in large listed corporations. In contrast, in the United States, this figure is less than 20%, and in Russia, it is less than 8%. Women have entered board and strategic positions at a faster rate compared to the last decade. However, the Hampton-Alexander Review of the Financial Times Stock Exchange (FTSE 300) projected that women would make up more than 45% of board members by the end of 2020. Unfortunately, progress has been slow.
The review highlights resistance to change, with companies citing a lack of qualified women in the pipeline. Moreover, women currently on boards often hold roles without substantial power or influence over overall profit and loss (P&L) decisions.
What Needs to Change?
According to the World Economic Forum, women contribute 36% to global GDP and represent 39% of the global labor force. Additionally, unpaid care work performed by women adds an estimated USD 8 trillion annually to the global economy.
Despite these contributions, few women work in Science, Technology, Engineering, and Mathematics (STEM). A Financial Times report notes that many women are more comfortable outside STEM fields, as they often excel in verbal and analytical skills and gravitate toward creative domains. Psychologically, men and women perform equally well in math and science, yet women tend to lean toward humanities and social sciences.
On LinkedIn, 70% of AI professionals are men. This imbalance highlights the need for diverse representation in AI, which requires a blend of creative problem-solving, negotiation, and empathy—skills that women often excel in. South Asia, in particular, lags behind Europe and the U.S. in AI-related job creation. Men dominate technical coding roles, though AI also demands softer skills such as emotional intelligence (EQ).
Future jobs, especially high-skill and high-pay roles, will likely prioritize EQ over IQ. For instance, The Wall Street Journal notes that the probability of college-educated men in the U.S. securing high-skilled jobs has declined over the last 30 years, while the same probability for women has increased due to the growing demand for EQ-centric roles. AI and other emerging technologies are redefining workplaces, and coding will no longer remain a “man’s job.”
The Way Forward
Countries that have increased female labor force participation (LFP) rates to match those of men have experienced significant economic gains. For example:
- In Europe, Lithuania and Bulgaria face challenges in recruiting ICT professionals, yet over 50% of their scientists and engineers are women.
- In South Korea, women are increasingly contributing to the ICT sector.
In South Asia, however, the “double burden” of work and household responsibilities continues to hinder women’s professional growth. This issue is particularly significant in Pakistan, Nepal, and Bangladesh compared to Sri Lanka and India.
The responsibility for change largely rests with men, who currently dominate leadership roles. Corporations must also take action by:
- Encouraging women to work in emerging markets.
- Providing higher education and reskilling opportunities.
- Increasing access to technology and leadership roles.
- Transforming corporate policies to support automation and productivity.
Corporations should set clear targets and hold themselves accountable. Women often take such initiatives more seriously than men, driving measurable progress.
Mentorship
Mentorship programs can provide young women with guidance, support, and role models to encourage their interest in STEM careers. Breaking barriers such as fear is critical, and a role model-based approach can make a significant impact. Women tend to excel in EQ, and adopting a “can-do” attitude can drive them to exceed expectations.
Inspirational examples include Marie Curie, the first woman to win a Nobel Prize, and Junko Tabei, the first woman to climb Mount Everest in 1975 and Kuru-Utumpala went on to become the first Sri Lankan as well as the first and only Sri Lankan woman to have reached the summit of Mount Everest. In the Sri Lankan context, Sirimavo Bandaranaike became the world’s first female Prime Minister in 1960, and Anna Weerakon Karunathilake was Sri Lanka’s first female marine engineer. Their courage and strength are truly admirable.
Conclusion
Apple CEO Tim Cook once said, “Your mentors may leave you prepared, but they can’t leave you ready. There are too many people who want credit without responsibility. Too many show up for the ribbon cutting without building anything worth a damn.”
So, women—“Ladies”—pay attention. The future is calling.
-Dilruckshan Hettiarachchi (MSc in Data Science, MBA in Project Management, MCIM)-