In a world where companies must navigate an increasingly complex environment, integrating a gender dimension into their policies is no longer just an ethical act: it is a strategic lever for creating value. From broadening the talent pool to improving financial performance, the benefits of such an approach are both multiple and significant. The Art of War is no longer the only benchmark for business strategy; companies must also allow heroines to emerge.

"Women are the most underutilized economic asset in the world's economy," declared José Angel Gurria, former Secretary-General of the OECD. This deliberately provocative formula highlights that despite their historical (Boni-Le Goff & Rabier, 2022) and ongoing (Wittenberg-Cox & Maitland, 2008) contributions to the economy, women still remain marginalized in business. Pay gaps, limited access to leadership positions, unequal distribution of tasks—these inequalities are not only an injustice but, above all, a missed opportunity for companies.

Organizational robustness, which is essential for navigating the polycrisis, cannot be achieved without an ambitious gender policy. In this context, ignoring the potential of women amounts to depriving oneself of a critical resource for understanding, innovating, adapting, and thriving. Yet, according to the Women in the Workplace 2021 report by Lean In & McKinsey, one-third of companies still do not have a formal policy on gender.

Expand the talent pool. By integrating more women into all sectors and at all levels, companies gain access to a broader range of skills and experiences. This diversification strengthens their capacity for adaptation and innovation (Dai et al. 2019; Dohse et al. 2019; Ritter-Hayashi et al. 2019), which is crucial for staying competitive in a changing world.

Stimulate innovation and creativity. Numerous studies show that diverse teams, particularly those including women leaders, make better decisions (van der Vegt & Janssen, 2003). Women create the conditions necessary for creative solutions to emerge and bring unique perspectives that enrich the innovation process by adopting a collaborative approach (Ritter-Hayashi et al., 2019). Their presence in leadership positions also allows for a better understanding of customer needs in varied markets (Wittenberg-Cox & Maitland, 2008).

Improve financial performance. According to several studies, companies with women among their leaders show higher profitability and value creation than those where they are absent. According to a 2020 McKinsey study, companies with strong female representation in their leadership teams were 25% more likely to achieve above-average profitability for their sector. A 2015 global survey of 21,980 companies in 91 countries (Is Gender Diversity Profitable? Evidence from a Global Survey by M. Noland, T. Moran, and B. Kotschwar) also demonstrated that for profitable companies, moving from no women in leadership to 30% representation was associated with a 15% increase in the company's net revenue.

Strengthen social inclusion. Women's leadership fosters inclusive environments that value a plurality of viewpoints. Studies on gender diversity indicate that women tend to have more altruistic and empathetic attitudes (Boulouta, 2013; Glass et al., 2016; Acevedo-Duque et al., 2021). According to the World Economic Forum, their economic autonomy also generates positive effects within their communities and consequently on society as a whole. Indeed, as women have a propensity to invest a significant portion of their income in areas such as health, education, and the well-being of their families and communities, they thus support the achievement of the Sustainable Development Goals (SDGs) for 2030.

Several companies are demonstrating that a well-designed gender policy can produce tangible results. By establishing female mentorship programs, inclusive recruitment initiatives, and measures promoting a better work-life balance, these organizations succeed in attracting and retaining diverse talent while improving their overall performance. This is the case for Qonto, the largest French unicorn and a member of France Fintech, which, as part of a community of committed companies, has focused from its inception on implementing a policy of gender diversity in its teams at all levels, using the Professional Equality Index and mentorship programs like BECOMTECH to do so. The same is true for Ikea, which in 2023, achieved perfect parity at all levels of its organization!

The Global Gender Gap Report of 2021 warned that it would take 135.6 years to achieve gender equality if nothing changes. Faced with this alarming fact, there is an urgent need to deploy bold initiatives. In France, two major laws have paved the way. The Copé-Zimmerman Law (2011) imposed quotas for women on boards of directors, placing the country at the forefront of feminization in large listed companies. The Rixain Law (2021) reinforced this momentum by setting diversity targets for executive and leadership positions by 2029.

Beyond legislative frameworks, visionary leaders are emerging as essential catalysts. Convinced that empowering women is a driver of performance, they advocate for real equality at the top levels of companies. In 2024, the association Actives, founded by Marlène Schiappa, highlighted the Next Women 40: women who are ready to lead the largest French companies thanks to their proven achievements and skills within existing organizations.

Investing in the promotion of women leaders is much more than an ethical move: it is an economic and societal imperative. Companies that bet on this diversity not only create value for themselves, but they also help build an inclusive and sustainable future. Accelerating this movement is the key to thriving in a world where innovation and robustness depend on diversity at the top. Will you be a part of it?