Muted Leadership: Women Experiencing Backlash in Politics and Business

Authors: Tijesunimi Agbaje and Lina Vosyliūtė

Despite progress in gender equality, muted leadership remains a harsh and persistent reality for many women. Even when women possess the qualifications, experience, and ambition to lead, they are too often sidelined by systemic barriers that suppress their voices. A recent example is that of Senator Natasha Akpoti from Nigeria. When she courageously challenged misconduct in the political system, her actions were met with severe retaliation: suspension, public attacks, and threats to her career. Her story is not an isolated case—it is a reflection of a broader pattern of silencing and institutional pushback faced by women in leadership positions globally.

From corporate boardrooms to national parliaments, women who challenge the status quo often face exclusion, professional retaliation, and institutional hostility. The #MeToo movement made it clear that the silencing of women is not confined to workplace harassment. It seeps into decision-making spaces and governance structures, denying women the power to shape policies and transform systems.

The Global Realities of Gender Inequality in Leadership

This trend of muted leadership is visible across different regions:

Nigeria: Women hold only 4% of parliamentary seats, ranking among the lowest in the world for female political representation. Despite the active participation of women in electoral processes, their voices are rarely reflected in legislative leadership.
United States: Women currently occupy 28% of seats in Congress and only 10% of state governor positions. These numbers remain troublingly low and face further threats as recent executive directives under former President Donald Trump have urged companies to scale back on diversity, equity, and inclusion (DEI) programs—policies essential for supporting gender equality in leadership.
European Union: Female Members of the European Parliament (MEPs) now account for 38.5%—a decline from 41% in the previous term. This drop is largely attributed to the rising influence of right-wing parties. Notably, the European Conservatives and Reformists (ECR) group now has only 20% female MEPs, highlighting an alarming regression in gender representation at the continental level.

Why Gender-Inclusive Leadership Matters

Leadership that embraces diverse perspectives is essential for good governance, stronger institutions, and social well-being. When both men and women are equitably represented in decision-making roles, policies become more inclusive, effective, and grounded in the lived experiences of broader populations.

Unfortunately, progress remains excruciatingly slow. According to the United Nations, it could take up to 300 years to close the gender gap at the current pace. Incremental policy changes and passive support are no longer enough. There is an urgent need for proactive investment, legislation, and institutional reforms that prioritize gender parity.

Recent developments in the United States highlight the growing backlash against DEI efforts. Following orders from the Trump administration, several corporations and federal agencies have been pressured to halt diversity and inclusion programs, signaling a reversal of hard-won progress. These moves not only threaten equality but also undermine broader climate and sustainability efforts tied to social justice.

Structural Barriers That Undermine Progress

Muted leadership is sustained by several overlapping challenges:

Policy Gaps: Leadership bodies lacking diversity often fail to address essential issues such as accessible and free childcare, reproductive rights, and gender-based violence—areas critical to women’s ability to participate fully in public life.
Exclusion of Diverse Talent: Many women—especially those facing intersecting marginalization like race, migration background, or disability—remain excluded from leadership pipelines, despite being qualified and capable. This exclusion results in a significant loss of talent, creativity, and lived experience.
Economic Costs: Gender inequality is not only a social injustice—it’s an economic liability. A report by McKinsey & Company estimates that closing the gender gap in the global workforce could add $28 trillion to global GDP by 2025. Ignoring women’s leadership potential is a missed opportunity for economic growth and resilience.

The Path Forward: Substantive Equality Over Equal Opportunity

Much of the current rhetoric around leadership assumes a meritocratic ideal—that anyone can lead if given equal opportunity. However, this assumption ignores the deeply ingrained biases that shape hiring, promotion, and workplace culture. True equality requires more than just access; it demands equitable outcomes.

To dismantle these barriers, we must shift toward substantive equality—a framework that goes beyond equal opportunity to actively correct imbalances through inclusive policies, affirmative action, and systemic reforms.

Conclusion: A Call to Action

The path to gender-equal leadership is not a straight line, and it is far from complete. The stories, statistics, and trends discussed here illustrate how far we still have to go. But change is possible—if we act deliberately.

What policies or actions do you believe could drive meaningful change? Join the conversation and advocate for a future where women’s voices are not just heard—but respected, empowered, and reflected in every sphere of leadership.

Article sources

1.Senator Natasha Akpoti’ Suspension

2.Nigeria: Women’s Representation in Parliament

Analysis: Female Candidature and Nigeria’s 2023 Elections