In boardrooms in South Africa and around the world, women remain significantly underrepresented, despite clear and compelling evidence of the value they bring.
Board diversity is no longer a matter of opinion or aspiration. The research is conclusive: boards that include women perform better. They are more effective at managing risk, they bring a wider range of perspectives to strategic decision-making, and they are more attuned to the needs and values of the stakeholders they serve.
In a country where transformation is both a constitutional imperative and a social necessity, the continued underrepresentation of women in governance spaces is more than disappointing. It is unacceptable.
And yet, the pace of change remains painfully slow.
The Cost of Waiting
The absence of women on boards is not just a numbers issue. It’s a governance issue. It’s a leadership issue. And it’s a strategic risk.
Every time a board is formed without intentional gender representation, organisations lose access to leadership that brings balance, lived experience, and critical perspective – especially in times of complexity and crisis. These are not soft skills. They are board-level competencies.
But this isn’t only about the missed benefits of diversity. It’s also about the cost of sameness.
When boards continue to draw from narrow, familiar networks – when they overlook talent that doesn’t ‘fit the mold’ – they reinforce systems that exclude, rather than innovate. The decisions made in those rooms affect not just shareholders, but employees, customers, communities, and society at large.
Put simply, we can no longer afford to wait. We cannot keep saying, “The time will come.” The time is now.
The Barriers to Gender Equity Are Not About Capability
In my work with board-ready and aspiring Non-Executive Directors, I see the same pattern over and over again: highly capable, accomplished women with extensive leadership experience, strong ethics, and strategic insight, yet they struggle to find a way into the boardroom.
The issue is not a lack of talent. It’s about access. It’s about visibility, networks, and positioning.
Too often, board appointments happen behind closed doors, within long-established circles. Women who haven’t been included in those informal networks – whether due to gender, race, or geography – are simply not seen.
Power doesn’t always declare itself boldly. It flows quietly, behind the scenes, and unless women are equipped to navigate those spaces with clarity and confidence, they are too often overlooked.
This is not just disheartening, it’s systemic. And while we continue the important work of transforming the systems themselves, we must also ensure that women are empowered with the tools, knowledge, and support to step into these spaces on their own terms.
Empowerment Must Be Active
That is why at NED Careers, we do more than advocate for women’s representation. We equip women to lead.
We believe that empowerment is not just a message. It’s a method. It’s a structure. It’s a practice.
We also believe that empowerment is not only about advancing your own leadership. It’s about uplifting others.
Your Seat Matters, and so Does Your Support
If you are a woman preparing for board service, or if you know one, it’s time to act. Your voice matters in the governance of businesses, public institutions, and Not-for-Profit organisations. Your perspective is needed in the conversations that shape strategy, policy, and impact.
And if you already hold a seat, there is an opportunity now to reach across and pull up another chair. Share your knowledge. Open doors. Sponsor women who are ready but still waiting.
Let’s stop waiting for change and start accelerating it. Because gender equity on boards is not just overdue, it’s essential.
