CySEC officer Elena Karkoti on Thursday highlighted the ongoing issue of underrepresentation of women on corporate boards and in leadership roles.
She described this phenomenon as “a profound social and political contradiction” during a time where equality has been in the spotlight.
Karkoti said that despite progress in gender equality, “women remain trapped on the margins of decision-making centres and are often a disheartening minority in boardrooms”.
She attributed this to both visible and invisible barriers stemming from “deeply ingrained societal perceptions and institutional shortcomings”.
Addressing common misconceptions, she cast doubt on the notion that this is due to a lack of qualified women.
“The data show an impressively large number of women possess the necessary skills, training, and leadership experience,” she said.
Instead, Karkoti argued that “the absence of women on corporate boards is rooted in entrenched stereotypes and biases, which influence not only career opportunities but also beliefs about women’s professional potential”.
“Professional ambition is still synonymous with men,” she continued. “These perceptions are so deeply internalised that women aspiring to top-tier positions often face resistance, even from other women”.
Moreover, she pointed out that the lack of visible female role models in leadership perpetuates this cycle.
“The absence of female leadership role models creates a vicious circle where stereotypes are reinforced, limiting women’s career choices and ensuring that future generations of girls fail to envision themselves in leadership positions,” Karkoti said.
She further stated that the impact of early influences, saying that “girls grow up in environments that unconsciously steer them towards supportive roles, distorting their perception of what they can achieve”.
Karkoti also criticised the education system and workplace environments, stating that they “play a decisive role in perpetuating the current state of affairs”.
Although women participate heavily in higher education, she said, “fields like business and STEM, which remain predominantly male-dominated, show that societal stereotypes continue to guide young women’s choices”.
These choices, she explained, “lead to career paths that rarely provide access to the upper echelons of professional hierarchies”.
Furthermore, the CySEC officer noted that in male-dominated workplaces, barriers are often reproduced.
“The lack of flexible work policies and the disproportionate family responsibilities women shoulder further keep them away from leadership positions,” Karkoti said.
She pointed out two critical challenges. “Women face the ‘glass ceiling,’ which is invisible but extremely powerful, and the ‘drowning effect’ of daily family responsibilities,” she said.
She added that without institutional support, flexible work terms, and a balanced distribution of family duties, “progress and genuine equality remain unattainable”.
Karkoti praised France’s Copé-Zimmermann Law of 2011, which requires at least 40 per cent of corporate board members to be women.
“This law is an example of a legal intervention that fosters cultural change towards equality and inclusion,” she said.
Highlighting the law’s success, she mentioned that “the results in corporate governance have been impressive, proving that legislative measures can act as catalysts for social change”.
However, she cautioned that “good intentions are not enough”.
Progress requires “systematic and coordinated efforts across all levels, from education and politics to corporate governance and the labour market”.
Women, she stressed, must “have the opportunity to lead and innovate in fields traditionally inaccessible to them”.
In this context, Karkoti advocated for quotas on corporate boards. “Quota implementation and policies supporting female leadership are essential to breaking stereotypes and enhancing inclusion,” she said.
“Where tested, the evidence shows that a board reflecting societal diversity is better equipped and far more capable of effective leadership and tackling modern challenges,” she stated.
“It is time to end the imposed loneliness of women on corporate boards and other decision-making spaces,” Karkoti urged. “Women participating in critical discussions should not be the exception but the rule”.
“Balanced gender representation on boards is not just a matter of justice—it is a necessity for more inclusive strategies in business, society, and politics, and for building a stronger, socially responsible economy,” Karkoti concluded.
