A recent discussion in a whatsapp group sparked the idea for this post. What started as a light conversation about male and female traits quickly spiraled into a debate on gender stereotypes and generalizations—ultimately leading to the bigger question: If women don’t bring unique traits to decision-making, then why do we push for diversity at the workplace?
So, in this post dedicated to International Women’s Day, let me try and share my thoughts around gender representation, diversity as a proactive vs reactive tool, biological traits vs social conditioning and so on.
Are men and women really different?
Let us start with the basics. The concepts of masculinity and femininity are influenced by both biology and social conditioning but are very intertwined and the balance between the two is complex. I would say that while biology lays down the foundation, the society and culture build upon it. Often so much so that, we don’t even realise when we are mixing gender stereotypes with masculine and feminine traits.
“Men are risk-takers.” “Women are collaborative.” “Men are decisive.” “Women are empathetic.” Really? Or have we just heard these lines so often that we’ve accepted them as truth? Because the moment we expect women to be “nurturing leaders” and men to be “bold decision-makers,” we’re not breaking stereotypes—we’re reinforcing them.
With this kind of thinking, we risk replacing inclusion with another kind of limitation. And agreed, many studies will show and prove the above – but the question is whether this is because of the way these men and women were raised and their gendered experiences or whether these were the traits they were born with? Dig a little deeper and you will find that these are learned behaviors, shaped by culture and expectations.
So, then what’s the point of diversity? Seat at the table? Representation?
More Than a Numbers Game
For centuries, women have been excluded from leadership, policy-making, and industries that shaped the world. In many ways, diversity efforts are about righting that historical wrong. But if we stop there, we miss the bigger picture.
We don’t need women at the table because they are women, or because they fit into a particular mold. We need them at the table because they bring their expertise, their lived experiences, and their individual perspectives—just as men do. Diversity is about ensuring different viewpoints are heard, not about assuming those viewpoints or behaviors are based on gender. It is fair to recognise that women have a different set of experiences to men, and these voices are needed for effective decision making.
Having diverse voices at the table isn’t just about fairness—it’s about impact. When decision-makers come from different backgrounds, they bring unique experiences, challenge blind spots, and make better choices. Companies with gender-diverse leadership outperform others. Policies shaped with women at the table tend to be more inclusive.
When women are included, discussions become richer, and decisions reflect a broader range of experiences. Research shows that diverse teams are more innovative and effective in problem-solving.
Diversity doesn’t mean assuming every woman leads with kindness or that every man is naturally competitive. It means understanding that leadership itself isn’t gendered. The real question is—are we actually making space for people to lead as individuals? Or are we just swapping one set of outdated expectations for another?
Breaking Barriers, Inspiring Futures
And coming back to setting right the historical wrong. What message are we giving to young girls growing up? Or younger career women?
Representation shapes possibility. When young girls see women leading in politics, business, and science, it expands their aspirations and helps them dream bigger.
Representation is about visibility, being in spaces where decisions are being made and contributing to those decisions. Increasing women’s presence in leadership challenges deep-rooted biases, proving that decision-making isn’t a male domain. The more women step into visible roles, the more we normalize their leadership, creating a ripple effect that empowers future generations to break barriers. When I see women at top positions in my organisation, it tells me that I can dream too.
So, What’s Next?
If we want true gender equity, we need to stop treating it like a favor. Women don’t need to prove they belong at the table. They already do. The real challenge is whether the system is ready to move beyond old patterns and biases and actually listen.
So, here’s the real test: Do we want diversity because it looks good on paper? Or do we want it because we know—without a doubt—that it changes the game?
This blog post is part of ‘Blogaberry Dazzle’
hosted by Cindy D’Silva and Noor Anand Chawla.
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Regards, Sakshi aka tripleamommy
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I just read your post on women’s representation, and it truly resonated with me. Your perspective on how diversity isn’t about assigning specific traits to genders but about valuing individual experiences is spot-on. The idea that leadership qualities aren’t inherently male or female, but human, challenges so many ingrained stereotypes. I also appreciated your point about the importance of visibility; seeing women in leadership roles undeniably inspires future generations. Your insights have given me a fresh perspective on the true essence of diversity and inclusion.
To be honest, I’ve never understood this gender thing. I feel all of us excel in our own ways. There is masculine energy and feminine energy, spirituality affirms that. However, these energies could be dominant in any individual and they will lead as per that. Rest, as you said, we live in a world of perceptions.
We vare finally moving towards a sizeable amount of representation in the work front but politics is another ball game. Patriarchy and the closed mindset of the politicians do not let the numbers increase in politics. The men feel threatened by power in the hands of women. And feel only men can govern well. if only we had a 50/50 percentage of men and women everywhere
We are way more supreme than men in many cases. I love reading your post. Perfect for women’s day
I am glad you wrote on this topic and I will share my opinion with science and mythology. You must be aware of the concept Ardhanareshwar (Half man- half woman)- Shiva and Parvati. In every human being there is presence of both male and female energy. We can activate the energy which we need to highlight for some specific purpose or challenge we are facing in life. Our Right Brain is female brain and the left the male brain. We cant take any decision without the role play of both the brains. Other than the reproductive systems Science even dont consider a woman or man difference. For science too men and women are same. No one is supreme than other… I dont believe in that. We are at same level all that is important society and WOMAN too understand this. Then rest will all fall in place.
This post really hits the core of what true representation should be about! It’s not just about numbers but about real impact and breaking outdated biases. Loved the point about leadership not being gendered, so important to shift that mindset!
cant agree more with your words… We are all intentionally or unintentionally conditioned in such a way that sometimes we accept all the gender stereotypes.
Very well-articulated post! Men and women indeed differ in their thinking, decision-making, and management styles. However, societal prejudices about their roles are deeply ingrained. I particularly admire the point you made about the importance of diversity among decision-makers. Such diversity can lead to a richer, more dynamic, and challenging decision-making process, ultimately bringing out the best possible outcomes.
I’m planning to write something similar (my next post). Would love to know your thoughts when you read it. Representation is important because women are capable, not because the company wants to show it on paper and become a part of statistics. We deserve it; no one should think they are doing us a favor.
Sure definitely. Look forward to reading your next post 😀
Extremely pertinent points, you make! You get AAA++ rating from an ex-banker. We need diversity for the good it brings to the table not because it is trending. Exactly what a true feminist would say! Kudos on a well-articulated article.
Indeed diversity is about impact, not just numbers. It’s crazy how we still fall into the trap of reinforcing stereotypes while trying to break them. Leadership isn’t gendered, and we need to focus on individual strengths, not just gender roles. Really enjoyed this read.
By questioning assumptions like “men are risk-takers” and “women are collaborative,” you highlight the dangers of reinforcing limiting beliefs. Thank you for emphasizing that leadership qualities are not inherently gendered but are shaped by individual experiences because that is such a stereotype and it’s high we break it. Your call for recognizing each person’s unique contributions, rather than attributing traits based on gender, is a crucial step toward genuine inclusivity. I appreciate you for shedding light on this much talked, (but sadly still not getting enough importance topic) and encouraging a more individualized approach to diversity.
Representation on paper means nothing if it doesn’t extend to contributing in important decision-making, boardroom discussions and acknowledgement. While there are changes happening, we’re still far away from gaining true equality.
I love your take on women’s representation. It reminds me of one of those videos of Priyanka Chopra where she literally explained how women are different from men and advocates for women’s empowerment while challenging societal expectations.
I believe men and women are truly different. The lines are getting blurred, and that’s one of the reasons for increasing failed relationships. I like your perspective.
I love how this post challenges the assumptions about gender roles in leadership and diversity. It’s a great reminder that true representation is about valuing individual perspectives, not fitting people into predefined molds.
What a coincidence! I have written a small article voicing similar views titled “द्वैताद्वैत” (duality/
You have raised some poignant points in this post.