by Geraldine Moodley 

Traditional leadership is often characterized by overconfidence and narcissistic tendencies. Time and time again, however, we see that this leadership style is counter-effective. Promoting inclusive leadership anchors ethics and integrity whilst ensuring transparency and accountability throughout all of these processes. Read on to further explore the evolution of leadership styles and feminist leadership’s focus on expertise, engagement, respect and equality.

Less than 6 months ago, we started FAIR SHARE based on data that indicated the following: in many civil society organisations (CSOs), about 70% of the staff were women while 70% of the leaders were men. Starting with the large international CSOs, we sought to verify this data. If this data was correct, we aimed to help our sector close the gap.

by Helene Wolf

FAIR SHARE is a new organisation; we formally registered only a few months ago. Our goal is to increase the number of women in the top leadership levels of civil society organisations (CSOs). Being part of a completely new initiative is an unusual opportunity to think about what kind of organisation we want to be from the very beginning. While many established (civil society) organisations are struggling with constant organisational change processes, we can create something from scratch.

Frequently you can hear that in civil society organisations (CSOs) in average 70% of employees are women while 70% of the leaders are men. If this is true, this means that a talented young man would be about five times more likely to achieve a leadership position than an equally talented young woman.