In today’s ever-evolving world, organisations are increasingly challenged to build cultures that not only celebrate diversity but also foster genuine belonging and equity. Despite progress in many diversity initiatives, a significant gap remains between representation and inclusion, particularly for women and marginalised groups. Through my decades in corporate leadership and involvement in the feminist and LGBTQ+ movements, both regionally and internationally, I bring a unique perspective to these issues—one that offers insight into what’s genuinely missing and how we can address it.
A Journey Across Leadership, Feminism, and LGBTQ+ Advocacy
Over 25 years of senior leadership have taught me many things, but what truly sets me apart isn’t the roles I’ve held. It’s the lived experiences I’ve gathered along the way—from leading in predominantly masculine spaces to now navigating the world as a woman. My leadership in feminist and LGBTQ+ advocacy has further deepened this understanding, and together, these experiences provide the depth required to analyse and address the dynamics at play when we talk about leadership, inclusion, and cultural transformation in organisations.
Why Women Are Leaving the Workforce—And What It Reveals
We’re witnessing a growing trend of opting out of the workforce, particularly among Gen Z women. Disillusioned with modern feminism’s perceived alignment with late-stage capitalism, these young women see the challenges their mothers faced in balancing unequal workplaces and home life. Some choose traditional domestic roles or leave the corporate grind entirely. While some might interpret this as rejecting feminism, it’s often an expression of the agency that feminism fought to secure. Yet, this trend also highlights the systemic issues organisations must confront: women may be in the workforce but aren’t moving into leadership roles .
Older women, particularly those perimenopausal or menopausal, are also leaving the workforce in significant numbers. The corporate world has not yet caught up with the need to support women through this stage of life, further exacerbating the lack of inclusion and equity. This trend isn’t about rejecting feminist ideals but navigating systems that fail to provide meaningful opportunities for growth and support.
From Representation to Real Inclusion
Representation alone does not equal inclusion. Many organisations may be hitting diversity targets by hiring more women, but these numbers are meaningless without the structures to help them thrive. True inclusion means addressing the pay gap, creating career development opportunities, and building support systems for women at every stage of their lives. It’s about dismantling the invisible barriers that keep women, especially those from marginalised communities, from advancing in their careers.
This brings us back to the idea of intentional culture-building. Inclusion cannot be tokenistic; it must be thoughtfully integrated into every aspect of an organisation’s fabric. This is where my breadth of experience—spanning leadership, feminism, and LGBTQ+ advocacy—becomes crucial.
One Leader, Two Genders: The Value of Lived Experience
The unique perspective I bring stems from my lived experience of navigating the world in two genders. This allows me to see the challenges and opportunities of leadership and inclusion from a vantage point that few others possess. I’ve led teams in male-dominated and female-led spaces, giving me first-hand insight into how culture shapes or stifles success. My activism within the feminist and LGBTQ+ movements has only broadened this understanding, providing a holistic view of how power and privilege operate in organisational structures.
Reflecting on these experiences, I see the immense opportunity for organisations to learn and grow. By developing truly inclusive cultures, we can create workplaces where everyone—regardless of gender, sexuality, race, or background—can succeed.
Embracing Inclusive Leadership
This is where the power of my analysis comes to the forefront. I don’t offer advice based purely on trends or theory; my insights are from decades of experience in corporate leadership, feminism, and LGBTQ+ advocacy. I’ve navigated two genders, two worlds, and countless leadership roles, giving me a unique lens through which to analyse organisations' challenges.
If your organisation is genuinely committed to building an inclusive culture, I bring this value: one leader, two genders' worth of experience. It’s time to move beyond surface-level diversity initiatives and embrace the profound, meaningful change that true inclusion requires. Contact me cynthiafortlage@cynthiafortlage.com