There is a recognition of the importance of diversity, equity, and inclusion initiatives at global, national, state, and community levels. Take any one of the SDGs included in this unit and discuss a couple of challenges leaders face in achieving sustaining results for equity and inclusion. Are the challenges individual or institutional? Examine the challenges at the international, national, state, and organizational levels.
Another individual challenge is a lack of empathetic leadership. Many leaders may not fully grasp the unique obstacles and lived experiences of women, such as navigating childcare responsibilities, facing microaggressions, or balancing cultural expectations with career aspirations. Without empathy, leaders may fail to create a truly supportive and inclusive work environment, making it difficult to retain female talent.
Institutional challenges are systemic and often more difficult to dismantle. At the international and national levels, one significant challenge is the lack of legal and policy frameworks that support gender equality. Many countries still have laws that discriminate against women, such as those that prevent them from owning land, starting businesses, or accessing certain types of employment. Even in countries with progressive laws, enforcement can be weak or non-existent.
At the state and organizational levels, a major institutional challenge is the "glass ceiling", which refers to the invisible barrier that prevents women and other marginalized groups from rising to the highest levels of leadership. This is often a result of ingrained hiring and promotion processes that favor male candidates, as well as a lack of mentorship and sponsorship opportunities for women. Additionally, a lack of flexible work policies and paid family leave can disproportionately affect women, who often bear the brunt of caregiving responsibilities.
Another institutional challenge is gender-based pay inequality. Despite laws prohibiting it, the gender pay gap persists across most industries and countries. This is often the result of opaque salary structures, a lack of pay transparency, and the undervaluation of roles and industries traditionally dominated by women. Leaders face a difficult task in rectifying historical pay disparities and ensuring equitable compensation for all employees.
One of the Sustainable Development Goals (SDGs) is SDG 5: Gender Equality. A major challenge leaders face in achieving sustained results for gender equality is the persistent presence of both individual and institutional barriers. These challenges exist at every level, from global to local.
At the individual level, a primary challenge is unconscious bias. This refers to the deeply ingrained stereotypes and attitudes that affect our understanding, actions, and decisions without our conscious knowledge. Leaders may, for example, subconsciously favor male employees for promotions or high-profile projects, based on traditional gender roles or a perceived "fit" for leadership.