Fascinating @robyndoolittle deep dive into the lack of women in leadership positions across multiple sectors. It's not simply a problem at the top - it's pipeline leaking through women's careers https://www.theglobeandmail.com/canada/article-power-gap/

Too many women in leadership initiatives are puff pieces, designed more for corporate PR and wealthy (white) women already at the top. We lack work to advance women's leadership throughout the pipeline, addressing structural and organizational barriers

There's a lack of evidence in the global north on what works to plug leaky pipelines on women's leadership advancement. There's virtually no evidence from the global south. Some sectors are better than others - health has some good work, for example. Economics very little

Barriers to women in leadership include:
- Gender norms about leadership attributes
- Concentration of women in low-prestige sectors (eg, nursing), where leaders are drawn from high prestige areas (eg, medicine)
-Limited sponsorship/networking

- Hostility within organizations/sectors to perspectives women, and women of colour, bring. Rigid orthodoxies about what matters, or is right
- CHILDCARE
- CHILDCARE
- MAT LEAVE
- CHILDCARE

- Lack of recognition, promotion or renumeration for successes/struggles
- Unaddressed or persistent harassment
- Hostile workplaces (women in economics often cite this)
- Non-transparency of hiring processes

Programmes to increase women in leadership tend to focus at the individual level. This puts the burden on individual women to make change in systems not set up for them. It also gives an easy out by simply adding a woman and stirring

Increasing women in leadership means addressing the structural, organizational and societal barriers along a woman's career path, from late teens to retirement. It can't just be on an individual level. It means change within organizations and across society too