Recently, my wife and I had the privilege of attending a Women’s Executive Leadership Roundtable hosted by Nova Southeastern University in Fort Lauderdale. The event was opened by two exceptional leaders—Dr. Farzanna Haffizulla and Hilarie Bass—whose remarks set an inspiring tone for the morning.

What followed was a powerful panel discussion featuring an impressive group of women executives:

• Jennifer M. Starkey, SVP & Regional VP, TD Bank

• Roberta Loomar, General Counsel, Apotex

• Diana Dobin, President, Valley Forge Fabrics

• Caroline Fleischer, Managing Principal, Cresa

• Courtney Seely, General Counsel, Orangetheory Fitness

• Cristina Allan, President & CEO, AlphaStaff
   

These women are not only accomplished professionals—they are mentors, trailblazers, and role models. As a father of three daughters, it brings me immense joy and hope to see such leaders creating opportunities for future generations of women.

The Opportunity Gap: Numbers That Still Shock

While their achievements were inspiring, the roundtable also reminded me of how much work remains. I recalled a recent interview with Sallie Krawcheck, former President of Global Wealth & Investment Management at Bank of America and co-founder of the women’s networking group “85 Broads.” Like Hilarie Bass, she is deeply committed to advancing women in the workplace.

Despite the progress we've made, the numbers remain sobering:

• As of 2017, women made up 47% of the U.S. labor force, nearly equal to men.

• Yet they occupied just 15% of Fortune 500 executive officer roles, and only 21% of board positions.

• The disparity is even more stark in industries such as manufacturing, tech, and finance.

• And let’s not ignore the persistent gender pay gap—women still earn only 80 cents for every dollar earned by men.
   

We’re moving in the right direction, but far too slowly.

The Reality of Being the “Only”

A recent McKinsey study explored the “Only” experience—a reality that resonates with far too many professional women. According to the report, 1 in 5 women say they’re often the only woman in the room at work. That number jumps to 40% for women in senior or technical roles.

Being the "Only" carries a heavy toll. The study found:

• 80% of “Onlys” experience microaggressions, compared to 64% of women overall.

• Women in these positions face greater isolation, receive less coaching, and are more likely to be overlooked for advancement.

• They are also more frequently subjected to sexual harassment and implicit bias.
   

The research reaffirms a long-standing truth: people tend to promote and hire in their own image. This unconscious bias reinforces the status quo and makes it harder for women to break into leadership ranks.

Different Approaches, Equal Value

Gender bias isn’t just institutional—it’s also behavioral. Men and women often approach work, relationships, and negotiations differently.

For instance, in business negotiations, men often strive for a win-lose outcome, focusing on dominance. Women, on the other hand, are more likely to pursue a win-win result, emphasizing equity and preserving relationships. Studies consistently show that women tend to be more empathetic, collaborative, and people-focused—traits that are essential in modern leadership.

Yet these strengths are often undervalued in traditional corporate cultures that still prioritize assertiveness and competitiveness over emotional intelligence and consensus-building.

Why I Advocate for Women in Leadership

Throughout my 20+ years in leadership, I’ve worked with some truly exceptional professionals—and many of the best leaders I’ve encountered have been women.

While my views are anecdotal, they’re backed by experience. I’ve found that women leaders are often more loyal, detail-oriented, humble, and focused than their male counterparts. They lead with less ego and more purpose. When our firm began acquiring new companies, it was an easy and confident decision to appoint my wife as President of the most recent acquisition in our portfolio. Her leadership style is inclusive, results-driven, and exemplary.

If we want to change the narrative around women in leadership, it’s not enough to rely on data and dialogue. Real change demands action—and it requires men to step up as allies.

Advocating for Equity: A Shared Responsibility

As Sallie Krawcheck put it so bluntly, women need to ask for the raise. They must advocate for themselves with the same intensity that men do. But change doesn’t rest solely on their shoulders.

Men in leadership roles must take ownership of this cultural shift. We must:

• Recognize bias in hiring and performance evaluations.

• Promote based on merit—not just volume or visibility.

• Provide mentorship and equal access to development opportunities.

• Normalize flexible work arrangements that benefit all genders.
   

Ultimately, we must strive to reward impact, not just presence.

Every Employee Has Worth

Recognition, compensation, and promotion should be grounded in contribution—not gender. Leaders have a moral and strategic responsibility to value every voice, ensure equal opportunity, and foster an environment where everyone can thrive.

As Dr. Martin Luther King, Jr. once said,

“The arc of the moral universe is long, but it bends toward justice.”

I believe we are bending toward that justice—but it’s up to us as leaders to accelerate the pace.

A Final Reflection

International Women’s Day is not just a celebration of progress—it’s a call to action. We must honor the achievements of women while recognizing the distance we still need to travel. Equality isn’t a box to check—it’s a culture to build, a mindset to cultivate, and a standard to uphold.

Let’s keep championing women in leadership. Let’s close the gaps—pay, representation, opportunity—and commit to building organizations where everyone rises.

For our daughters. For our teams. For a better future.