The myth that holds women back: meritocracy

Hello and welcome back to my newsletter! If you've been forwarded this, join over 34,000 people who are rethinking how we work and build better companies.

As we celebrate International Women’s Day, I want to reflect on something that's been on my mind: the concept of meritocracy and why the playing field is still far from level for women in the workplace. I recently came across an article that explored women, men, and meritocracy from a scientific perspective, which made me think about recent discussions on DEI. It’s clear that, despite the ongoing conversation, progress on gender equality remains slow. We’re now at risk of moving backwards, rapidly. Getting rid of DEI with the justification of “we want a meritocracy” is, frankly, insulting. Not only is it insulting, it’s ignorant, lazy, and purposefully reductive.

It’s like stopping someone shortsighted from wearing their glasses in a shooting competition.?

In this newsletter, I’ll share more on the myth of meritocracy, explore what more we can do to drive DEI forward, and share best practices from leading companies.

This newsletter will feature:

?? Graph of the week - Women are 46% more likely to care about DEI than men

?? The myth of meritocracy: Why "may the best person win" isn't enough

?? The science says: Women often make better leaders, so why aren't they leading?

???? Spotlight on: companies helping women thrive at work

?? The economic need for gender equality

?? Access exclusive talent attraction DEI stats to make your business case

?? Graph of the week - Women are 46% more likely to care about DEI than men?

This stat likely won’t come as a surprise, but it raises an important question—why is this the case? If women truly had equal opportunities, would they prioritise DEI as much??

The fact that women are significantly more invested in diversity, equity, and inclusion highlights that gender equality in the workplace is still a work in progress. Many women continue to face barriers, from pay gaps and career progression challenges to bias in hiring and promotion. Their heightened focus on DEI isn’t just about advocacy—it’s about necessity.

This stat serves as a clear reminder that businesses must continue driving meaningful change to level the playing field. True progress will be achieved when DEI is valued equally by all, not just those who are directly affected by inequality.

How does committing to DEI impact your talent attraction power? Whether you prioritise DEI or not, it will impact your business. We've gathered exclusive data to show just how significant that impact can be. Discover more here.

?? The myth of meritocracy: Why "may the best person win" isn't enough

In recent months, we've seen major corporations like JP Morgan, Goldman Sachs, and Disney scale back their diversity and inclusion initiatives, often citing a desire to return to "merit-based" approaches. The underlying assumption seems to be that removing special programs will create a level playing field, where the most talented naturally rise to the top.

But here's the uncomfortable truth: we've never truly operated in a meritocracy.

The concept of meritocracy—where success is based solely on talent and hard work—is something almost everyone claims to want. But in practice, countless barriers prevent this ideal from becoming reality:

• Unconscious bias continues to influence hiring and promotion decisions, with studies showing identical resumes receive different responses based on the perceived gender of the applicant. This doesn’t just stop at hiring, it is pervasive across every stage of women’s careers.?
• Informal networks and the "old boys' club" create pathways for some that remain invisible to others.
• Uneven domestic responsibilities mean women often carry a heavier load outside the workplace, impacting their capacity to compete on supposedly "equal" terms.
• Different standards of evaluation mean that behaviors praised in men (assertiveness, ambition) are often criticised in women.

These aren't problems that simply disappear by removing DEI programs. In fact, without intentional efforts to identify and address these barriers, we risk reinforcing the very inequalities we claim to be addressing.

?? The science says: Women often make better leaders, so why aren't they leading?

Here's another uncomfortable truth: if we were truly selecting leaders based on merit, research suggests we'd likely have more women than men in charge.

Studies consistently show that women often outperform men in education and possess more of the traits associated with effective leadership, including:

• Higher levels of emotional intelligence
• Greater self-awareness
• Stronger relationship-building skills
• More inclusive decision-making approaches
• Higher ethical standards in business decisions

Meanwhile, men tend to score higher on certain personality traits like narcissism and aggression that can lead to toxic leadership environments.

Yet, despite women often demonstrating stronger leadership capabilities, they remain significantly underrepresented in leadership positions. This disconnect highlights that our selection processes aren't actually identifying and promoting the most capable leaders—regardless of gender.

The fact that employee satisfaction with leadership generally remains low across industries suggests we're not selecting leaders based on the right criteria for anyone. In a true meritocracy, we would not only see more female leaders but also better leadership overall.

?? The economic need for gender equality

Beyond the moral case for equality, there's a compelling economic argument. McKinsey estimates that achieving gender equality could add $12 trillion to global GDP by 2025.

Yes, $12 trillion.?

For some reason, society sees DEI initiatives as taking from people that have previously benefitted. Benefitted from inequality, might I add. We need to challenge this perception, because true DEI doesn’t involve a Robin Hood approach: instead, we are making the pie bigger and ensuring that we all benefit. Equally.

This isn't just about fairness—it's about unleashing untapped potential that benefits everyone. When we limit opportunities based on gender, we're essentially losing out on trillion-dollar bills.

Companies with more diverse leadership teams consistently outperform their less diverse competitors, with higher profitability, greater innovation, and better decision-making. This performance advantage exists not because diversity initiatives artificially promote less qualified candidates, but because removing barriers allows organisations to access talent that was previously overlooked.

Building a strong business case for gender equality isn’t just about fairness—it’s about driving real business impact. The data consistently shows that companies committed to gender diversity see tangible benefits across performance, innovation, leadership, and employee engagement. Here’s why prioritising gender equality isn’t just the right thing to do, but a strategic advantage:

Company performance: Companies with higher gender diversity are 25% more likely to have above-average profitability, highlighting the positive correlation between gender equality and financial performance. Improved market share: Diverse teams are 45% more likely to report growth in market share and 70% more likely to capture new markets, emphasizing the role of gender diversity in driving innovation.?

Innovation and creativity: According to Forbes, 85% of business leaders agree that a diverse workforce is essential for fostering unique perspectives and fresh ideas that drive innovation. Research also highlights that employees are more likely to contribute creative solutions when they feel safe and supported. In fact, companies with greater diversity report 19% higher revenue from innovation.

Job satisfaction and performance: Research shows that employees who experience a strong sense of belonging at work can see a 56% boost in job performance. Feeling represented, valued, and respected not only enhances job satisfaction but also drives engagement—91% of employees who feel they belong are engaged, compared to just 20% of those who don’t.

????? Spotlight on: companies helping women thrive at work?

Despite some companies pushing back on DEI initiatives, many are still leading the way with incredible policies and ways of working. We spoke to several of our Flexa-verified companies to learn about the initiatives they've implemented to support women in the workplace. We hope these examples inspire other organisations to take action and create environments where women can truly thrive.

BAE Systems?

“BAE Systems is dedicated to fostering an inclusive environment that empowers women to excel. Our Gender Equity Network (GEN) supports all employees who advocate for equal opportunities, aiming to break down gender barriers in the workplace.

Our commitment to gender equality includes a target for women to constitute at least 30% of our UK workforce by 2030, with increased representation in senior roles and STEM positions.

Additionally, we provide comprehensive support for women experiencing menopause, including dedicated resources, training sessions, and personalised coaching, fostering an inclusive workplace that addresses this natural life stage.

Through these initiatives, BAE Systems strives to create a supportive environment where women can thrive and advance their careers."

Mott MacDonald

“At Mott MacDonald, we’re proud to support and empower women to thrive in their careers. This International Women’s Day, we celebrate the progress we’ve made - through inclusive recruitment, flexible working, policy enhancements, mentorship, and development programmes – while continuing to drive change.? Our commitment to inclusive behaviour ensures everyone feels valued, supported and able to succeed.? As an employee-owned business, we invest in our people - because when they succeed, we all do. Join us in shaping a future where everyone has the opportunity to excel.”

Virgin Media O2?

“International Women’s Day is always well-celebrated here at VMO2, with many amazing initiatives we have running throughout this week where we look at driving positive change by championing our women and allies. Here we look to break down walls, burst myths and let our women’s potential shine. Empowering women unlocks diverse views and ideas, driving innovation and creating solutions that benefit everyone. We’re using this week to #AccelerateAction to be more inclusive and make a meaningful impact.”

Airbus?

The Women's Interactive Network (WIN) is a network with dynamic initiatives dedicated to fostering professional growth and collaboration. These networks ensure that every woman has access to the resources at different career stages, peer-to-peer mentorship opportunities and tailored solutions to thrive.

• Connecting Women: WIN talks welcome over 150 participants at each event on topics such as leadership, professional development and innovative business projects.
• Facilitating career mobility: Thanks to initiatives like WIN Buddies, newcomers and colleagues are surrounded by the team when starting a new position.
• Creating a career cycle: The WIN Mentoring scheme has supported over 350 female colleagues, many of whom are now Mentors or sponsors for other talents.

My final thoughts?

Honestly, the last few months of discussion around DEI has scared me. It makes me feel a deep sense of sadness for how our world sees women’s place in society, our opportunities, and how unimportant gender equality has become. All we can do is challenge these bigoted perceptions and work on an approach to DEI that has been more effective than our efforts before. If there’s one thing I agree with the DEI critics on, it’s that past measures haven’t been effective, but that’s exactly why we should be doubling down on inclusion, not sending a message to every woman in the world that the world has ‘done enough’ for them with these half hearted approaches.?

I sincerely hope that this time next year the world will have seen some sense.?

?? Access exclusive talent attraction DEI stats to make your business case

DEI is a hot topic right now, with many organisations questioning its importance—but the data speaks for itself. If you're in Talent Acquisition, HR, or an employer branding role, you need the facts to push back on the narrative that DEI is losing relevance.

We've pulled together exclusive stats to help you do this.

Find out more here.?