If meritocracy truly rewards talent, effort, and qualifications, why are women still vastly underrepresented in leadership? Meritocracy is supposed to reward these qualities, yet gender equality in leadership and boardrooms remains elusive. It’s crucial that we continue investing in DEI (Diversity, Equity, and Inclusion) and work toward increasing the representation of women in leadership positions.
This is a societal power struggle over who shapes the future and whose voices are heard. Maximizing Denmark's potential as an innovative leader requires our unwavering commitment to diversity and inclusion.
As Denmark’s first Diversity Lead, I’ve been in countless debates about quotas, meritocracy, and whether DEI was just corporate window dressing. With DEI programs under increasing pressure, we’re about to find out if organizations were truly committed to progress—or merely using diversity as a branding strategy.
The Reality of Leadership Today
Denmark prides itself on being a meritocratic society. But if meritocracy truly rewarded talent, effort, and qualifications, why are women—who make up nearly half the workforce—still vastly underrepresented at the top?
Denmark’s financial sector exemplifies this inequality. Over the past three years, the proportion of women in executive roles has declined. Women now hold just 7.4% of all director positions in financial institutions, down from 10.4% in 2022, according to Finans. Out of 94 executive members, only seven are women. The latest research from Equalis shows similar trends in Denmark.
This isn’t just a pipeline issue—it’s a systemic failure to invest in women’s leadership growth. Organizations must move beyond rhetoric and take real action: implementing quotas, setting measurable DEI targets, and strengthening leadership development through authentic leadership training, coaching, and bias-awareness programs.
A client recently shared an all-too-common experience during a coaching session: She was the only senior woman in a decision-making meeting—surrounded by 21 white men of the same age, all in nearly identical suits. This wasn’t just a lack of gender diversity; it was a missed opportunity for cognitive diversity—the varied perspectives that drive better decision-making and innovation.
As a leadership coach, I’ve coached countless women toward leadership positions, helping them break through barriers with the right coaching, support, and training. Yet, I see the same pattern repeat: Too many talented women reach middle management, only for their careers to stall.
Why?
They don’t fully understand how to succeed and don’t feel like they meet the stereotype of the ambitious career man who fits the organizational biases for being a candidate for promotion. As a result, they stop raising their hands as often as they should.
They lack the right professional networks to advocate for them and miss critical leadership guidance, such as coaching, sponsorship, and training to develop their own leadership identity.
They don’t see themselves reflected in today’s leadership teams. And if there is a woman, she is often out-of-this-world smart, creating a sense of distance or exclusivity. This can discourage other women from aspiring to leadership positions, perpetuating the cycle of underrepresentation.
Without visible role models, many women doubt their ability to become the leaders they aspire to be.
But when the women I coach realize they don’t have to fit an outdated mold—that they can lead authentically and strengths-based on their own terms—everything changes. They act with intention, take ownership of their careers, and advocate for their own development and promotions.
Meritocracy, as we know it, isn’t real. It favors those with the right networks, reinforcing existing biases and preventing a level playing field.
The Dangerous Backslide: From DEI to Dystopia
A troubling trend is unfolding: the systematic dismantling of Diversity, Equity, and Inclusion (DEI) initiatives. Across the U.S. and in global organizations, DEI programs, policies, and leadership roles are being reconsidered or reduced under the guise of "returning to meritocracy."
But let’s be clear—meritocracy isn’t neutral. It benefits those already in power. While women aren’t promoted simply for being women, men frequently benefit from informal networks and unspoken biases that position them advantageously. Without intentional efforts to build diverse leadership pipelines, the best talent is overlooked, and innovation suffers.
The Handmaid’s Tale as a Warning
This might seem like fiction, but history tells us otherwise.
In Margaret Atwood’s The Handmaid’s Tale, rights aren’t stripped away in one sweeping act—they disappear through gradual restrictions. First, women’s bank accounts are frozen. Then, they’re forced out of work. Step by step, their autonomy is erased. Sound familiar?
The dismantling of DEI often follows the same pattern:
First, its necessity is questioned.
Then, budgets are cut.
Then, leadership roles dedicated to inclusion quietly disappear.
Suddenly, the pipeline that once helped women advance is gone—strategically and without public outcry. We may not be living in the Republic of Gilead, but the lesson is clear: Progress that isn’t actively defended can be undone.
Why This Matters for Leaders
This isn’t just a political issue—it’s a leadership crisis. Organizations that deprioritize inclusion marginalize women, weaken decision-making, and stifle innovation. The data is clear:
McKinsey: Companies with diverse leadership outperform their peers financially.
Deloitte: Inclusive cultures drive higher innovation and performance.
Havard Business Review: Diverse management teams generate higher revenue from innovation.
Ignoring DEI isn’t just unethical—it’s bad for business.
A Call to Action: Resist, Advocate, Lead
International Women’s Day 2025 isn’t just a time for celebration—it’s a moment for action. Here’s how you can push back against this dangerous regression:
Speak Up: Challenge DEI rollbacks in your organization. Ask leadership: What is your long-term vision for inclusion? How are you measuring progress?
Invest in Women in Leadership: Establish mentorship, sponsorship, and development opportunities at all career stages. Programs like AuthenticLeaders.dk’s Becoming an Authentic Leader and coaching help unlock potential and nurture growth.
Foster Strengths-Based Leadership: Build a workplace where everyone’s potential is intentionally developed, ensuring a stronger and more diverse talent pipeline.
Lead with Authenticity: As leaders, we must cultivate hope and psychological safety, ensuring progress continues rather than regresses.
Take Responsibility: DEI is a leadership responsibility—and the most influential person in the room should champion diversity. Implement measurable DEI goals and stay engaged with the latest DEI research and discussions.
The Future Is Ours to Shape
Margaret Atwood famously said that The Handmaid’s Tale wasn’t a prediction—it was a warning. The question is: Will we listen?
Leadership is about choices. The choices we make today will determine whether we continue building a more equitable future—or allow history to repeat itself. Progress isn’t just something to celebrate. It's something we must defend.
What will YOU do today to push gender equality forward? Let’s make this a moment of action, not just awareness. What step will you take today?
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