“Accelerate Action” is a call to move beyond rhetoric and into actionable, measurable progress. The timeline highlighted by the World Economic Forum to achieve gender parity by 2158 is simply unacceptable. We must collectively and intentionally act now, putting resources into policy change, leadership development, and corporate social responsibility targeted at achieving gender equality. Rewrite policies, create opportunities, and challenge existing leadership structures to include more women. Evidently, systems must be designed to accelerate progress.
I work in the Energy sector, where gender disparity is particularly pronounced due to the technical expertise required in engineering and geosciences, and these remain male-dominated fields. To close this gap, businesses must proactively create pathways for women in STEM, starting at the secondary school level. Scholarships, mentorship programs, and targeted career development initiatives for young women are essential. Without deliberate action to expand the talent pipeline, gender parity in technical industries will remain elusive.
One impactful moment in my career was when I had the opportunity to advocate for a longer, more inclusive maternity leave policy within my organisation, as General Secretary of the staff representative body. At the time, our maternity leave policy granted biological mothers 12 weeks of paid leave. However, there was no provision for adoptive mothers and mothers who took the route of surrogacy. Recognising this gap, I led an initiative from the position of staff representation to push for an expansion of the policy. Through dialogue and advocacy, we secured an increase in maternity leave from 12 to 14 weeks and, most importantly, ensured that this benefit was extended to adoptive mothers and mothers who opt for surrogacy as well. This experience reinforced for me the importance of using my voice to challenge outdated norms and advocate for policy changes, creating lasting impact.
Pursuing an MBA at Warwick Business School has broadened my perspective on leadership, strategy, and the future of work. One of my core focuses is ensuring that leadership and talent development strategies in the corporate world reflect the diversity of talents available. I aim to use my MBA to influence policies that drive inclusivity, particularly in the recruitment and career progression of women in energy. My experience has shown me that while policies are crucial, true change happens when leaders become intentional about creating equitable opportunities. I will continue to challenge norms and advocate for leadership frameworks that allow women to be given the same opportunities as their male counterparts without systemic barriers.
To young women aspiring to excel in their careers: Be unapologetically ambitious. Ambition is not a negative trait; it is the fuel for success. The workplace needs your perspectives and your leadership. You don’t have to conform to outdated norms but understanding and navigating your organisation’s culture is key to making an impact. Be authentic, adapt where needed, and use your unique qualities, especially emotional intelligence, as strengths. The future of work is evolving, and there’s room for women to lead and redefine success on their own terms.
Nyema Ndu-Iheme
President, TMC Governing Council
