Women’s Leadership and the Future of Power

As we celebrate Women’s History Month, let’s reflect on how far women have come in leadership—and how much resistance remains. Women have broken barriers, shattered glass ceilings, and taken seats at tables that once excluded them. Yet, the backlash against this progress is intensifying.

Despite earning nearly 60 percent of college degrees, leading in workforce participation gains, and serving as the primary breadwinners in 40 percent of U.S. households with children, women are still being told their success comes at men’s expense. Instead of reckoning with the real economic and social shifts reshaping work and leadership, powerful voices are stoking resentment, claiming that men are the victims of women’s rise.

This should make us angry. And rightly so. But anger, when channeled with purpose, can be fuel for change.

The truth is, dismantling progress for women won’t solve the crises men are facing—rising loneliness, economic instability, and identity struggles in a world that no longer guarantees the old provider role. Nor will it address the very real obstacles women still confront in leadership: bias, double standards, and the pressure to succeed without threatening the status quo.

The Gendered Script of Leadership Is Failing Everyone

For too long, leadership has been framed in rigid, binary terms. Men have been expected to embody decisiveness, dominance, and emotional restraint, while women have been pressured to balance warmth, collaboration, and competence—often punished for leaning too far in either direction. This outdated framework is not just limiting for women and men but also for non-binary leaders, who often struggle to find acceptance in workplaces still structured around traditional gender norms.

Non-binary professionals, in particular, face heightened barriers in leadership. According to a 2021 report by McKinsey, over 70 percent of non-binary employees feel they must hide parts of their identity at work, fearing bias in hiring, promotions, and daily interactions. Leadership models that reinforce masculinity as the standard or demand that women conform to “feminine” leadership styles leave no room for those who exist outside the binary. This erasure not only harms non-binary professionals but also deprives organizations of diverse perspectives that foster innovation and inclusivity.

The Psychological Impact of Changing Gender Roles

Men and women are both experiencing identity crises but in different ways.

• For men, shifting economic realities have upended long-standing social contracts. In 1980, white men without a college degree earned more than the average worker; today, they earn less. According to a Pew Research Center analysis, the median hourly wage of men without a college degree declined by 14 percent (adjusted for inflation) between 1980 and 2021. Meanwhile, college-educated women’s wages have risen by 34 percent over the same period.
• For women, leadership continues to be a double-edged sword. While women now earn more degrees than men (they receive nearly 60 percent of bachelor’s degrees in the U.S.), they still hold fewer than 10 percent of CEO positions in Fortune 500 companies. Moreover, research shows that women are more likely to be promoted to leadership roles in times of crisis—a phenomenon known as the glass cliff—meaning they are set up for failure in ways their male counterparts are not.

The Backlash Against Progress Is a Distraction

Economic and social shifts have upended traditional gender roles. In 1980, white men without a college degree made more than the average worker. Today, they make less while college-educated women outearn them. At the same time, the dating and marriage landscape has dramatically changed: Marriage rates have declined twice as fast for Americans without a college degree, and men’s feelings of loneliness and social isolation are at historic highs. These trends create anxiety, and powerful voices have found it politically expedient to redirect that anxiety toward women and DEI policies rather than toward the structural shifts actually shaping the workforce and economy.

But rolling back women’s gains—or denying the legitimacy of non-binary identities—won’t solve these challenges. In fact, research suggests the opposite: Rigid adherence to outdated gender norms is making things worse. Studies show that men who hold deeply traditional beliefs about masculinity experience higher rates of depression, anxiety, and loneliness. At the same time, workplaces that fail to embrace gender inclusivity limit their own potential for growth and adaptability.

The Leadership Models of the Future

If we are to build high-performing workplaces where everyone (and ultimately the business) thrives, we must rewrite the rules of leadership. That means:

• Recognizing that success is not a zero-sum game. Women’s advancement does not equate to men’s decline, and non-binary inclusion does not erase anyone’s identity—it expands possibilities for everyone. Organizations that invest in diverse leadership pipelines perform better financially, have higher employee satisfaction, and foster more innovation.
• Challenging outdated masculinity scripts. Men must be given permission to lead in ways that embrace emotional intelligence, vulnerability, and adaptability—qualities that have long been undervalued but are essential for modern leadership.
• Creating spaces where non-binary leaders can thrive. This means rethinking workplace policies, mentorship programs, and leadership development opportunities to ensure that they don’t reinforce binary assumptions about who can lead and how. It also means normalizing the use of pronouns and ensuring that gender-diverse professionals see themselves reflected at all levels of leadership.
• Redefining what “equality” actually means. True equality does not mean flattening differences but rather embracing a leadership culture that allows for multiple expressions of strength, wisdom, and decision-making. It means valuing people for their skills, contributions, and potential—not their adherence to traditional gender roles.

Does This Call for a Leadership Revolution?

The future of leadership will not be dictated by outdated power structures but by those who are willing to adapt, innovate, and build workplaces where everyone—women, men, and non-binary professionals—can lead in ways that align with their strengths and core identities. The resistance to progress is loud, but it is not inevitable. Decades of research show that gender-inclusive leadership drives stronger economies, more resilient organizations, and healthier societies. When we expand leadership opportunities for all, we don’t just correct past injustices—we create a better future for everyone.