Are our boards as inclusive as they should be? A reflection on patriarchy, leadership, and the future of power, By Lewis Wedlock

This past weekend, we witnessed a stark display of hyper-patriarchal politics on the global stage. The meeting between US president Donald Trump, his vice-president JD Vance, and Ukrainian president Volodymyr Zelensky was notable not just for its political implications but also for what it revealed about leadership, power, and masculinity.
 
In a world where gender equality should be non-negotiable, the optics of male-dominated political spaces continue to send a clear message: patriarchy remains deeply embedded in our structures of power.
 
Following the Trump-Zelensky exchange, world leaders gathered in London, offering yet another reminder of the gender disparity in leadership. Out of 19 heads of state present, only three were women.
 
This is supported further by the fact the latest World Economic Forum (WEF) Global Gender Gap Report highlights that female political representation is still an exception rather than the norm. These figures are not just statistics; they are reflections of a system that continues to marginalise diverse voices at the highest levels of decision-making.
 
And it is the same in our boardrooms.
 
At this Saturday’s Bristol Women in Business Charter panel event for IWD, I’ll be exploring these themes in greater detail – making the case that true inclusion demands more than symbolic gestures. It requires action, reflection, and, at times, the willingness of those in power to relinquish it for the greater good.
 
Hyper-patriarchy in leadership: why It matters
Reflecting on the weekend’s events, I was struck by the overt and uncomfortable reality of hyper-masculine leadership – an approach that continues to define and limit our expectations of authority. The dominance of patriarchal principles in political and corporate leadership is not accidental; it is a consequence of a system that has consistently perpetuated and rewarded a narrow, rigid version of power.
 
These principles impact boardrooms as much as they influence international politics. Too often, leadership is still equated with traditionally masculine traits – assertiveness, dominance, and competition – rather than compassion, congruence, and collaboration. This limits innovation, excludes diverse perspectives, and ultimately impacts the organisations and societies these leaders serve.
 
Creating safe spaces for reflection and change
If we are serious about dismantling patriarchal leadership structures, we must create spaces where leadership can be examined critically and compassionately. Too often, those in positions of power perceive questioning as an attack rather than an opportunity for reflection.
 
For boardrooms to truly embrace inclusion, they must move beyond performative allyship and engage in deep, difficult conversations about the structures they uphold. This is where external facilitators can play a crucial role, providing an objective lens to help organizations navigate power dynamics without the interference of personal, systemic or institutional ego.
 
The role of men in dismantling patriarchy
One of the most important points I’ll be discussing on Saturday is the responsibility men hold in dismantling the very systems that benefit them. It is not enough for male leaders to acknowledge gender inequality; they must actively work to correct it. This means more than reading about feminism or supporting initiatives from the sidelines—it requires tangible, visible action.
 
To me,  allyship means stepping aside when necessary, amplifying marginalised voices, and challenging the deeply ingrained biases that shape corporate and political leadership. Without this, our pursuit of progress will remain haulted, and inclusivity will remain a buzzword rather than a reality.
 
Women’s leadership: beyond cosplaying patriarchy
The conversation around women in leadership must also shift. True inclusion does not mean simply integrating women into existing patriarchal structures. It means allowing women to lead in ways that are authentic, expert-driven, and unconstrained by outdated leadership tropes.
 
Women’s leadership should not be a replication of traditional power dynamics but an opportunity to redefine them. This is why representation matters – not just in numbers but in influence and approach. Encouraging congruent, values-driven female leadership will not only make organizations more inclusive but also more innovative and resilient.
 
Moving Forward: A call to action
As we approach International Women’s Day 2025, the question we must ask is: are our boardrooms as inclusive as they should be? The answer, as the past weekend has demonstrated, is still a resounding no.
The solution?

• Stop viewing critique as an attack and embrace it as a pathway to transformation
• Establish safe spaces for leadership reflection, free from ego-driven resistance
• Engage external facilitators to help organizations unearth and challenge deep-seated biases
• Encourage men in leadership to move beyond performative gestures and take active steps to dismantle patriarchal structures
• Support and empower women to lead authentically, not just as a reflection of existing power models

 
Change will not come easily, but it is both necessary and possible. Indeed, while the WEF report shows a gender disparity on the political stage, during 2024 things have changed. Gender parity in parliamentary representation reached a record high of 33% in 2024, nearly doubling since 2006 (18.8%).
 
But even while we celebrate this development, we must also not be afraid to inspect and examine the figures critically. Is this increase in representation also enabling the ability to enact meaningful change, or is it another example of gesture to placate the pursuit of progress?
 
If we truly want to accelerate progress, we must be willing to rethink leadership, challenge and inspect norms, making congruent space for inclusivity with our actions, not our gestures.
 
I look forward to discussing this in greater depth at the Bristol Women in Business Charter panel event this IWD. Let’s not just talk about change - let’s commit to making it happen.
 
Join the discussion!
 
Click here to book your space this Saturday at our event, being held as part of Bristol Women’s Voice International Women’s Day 2025 at City Hall.
 
Lewis Wedlock is an academic, mental health professional and masculinities educator from Bristol. He has spent the last five years working with thousands of young men across the UK in secondary and higher education. He has recently extended his work to the workplace, helping organisations attune and cultivate congruent, supportive and equitable environments for all lived experiences to project their magnificence. Lewis also spent the first five years of his career working in the third sector, managing and directing numerous teams at OTR Bristol. 

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