The next generation of women leaders must not be left waiting

Despite decades of progress that have seen women rise successfully – and visibly – into positions of authority, power and leadership here and abroad, women in Aotearoa New Zealand remain under-represented on private-sector boards.  

International Women’s Day is not only a time to recognise how far women have come, but also to shine a spotlight on the issues that continue to create a divide and address where the inequities lie.  

The Institute of Directors’ Women Directors’ Network (WDN) event in Auckland on 10 March brought together Minister for Women Hon Nicola Grigg, Victoria Carter ONZM, CFInstD and Gráinne Troute CFInstD to discuss the practical steps needed to build momentum towards change and what the pathway looks like for the next generation of women leaders.  

The argument to support women in governance and ensure their voices are heard goes far deeper than ‘fairness’. It is about building resilient organisations and creating stronger outcomes through diverse and innovative thinking.  

The live-streamed event was attended by close to 300 people in IoD branches across the motu, with the theme ‘Give to Gain’ – a reminder of the power of generosity in leadership and the advocacy required to support women not only to sit on boards, but to stay there.    

“Governments and businesses worldwide are focused on improving the gender balance of public and private sector boards . . . most importantly [because] it is the right thing to do, but also because it’s got a really robust business case that underpins it,” said Grigg.  

“One of my top priorities as the Minister for Women is to support women into economic empowerment, or individual wealth.”  

A powerful statement from Grigg, who spoke about how this contributes to reducing the gender pay gap, the retirement savings gap and the ethnic pay gap, while creating greater equity for women, their families, the wider community and the economy.  

“Opening up these doors is just the first step. We also need to ensure women have the confidence to walk through that door and lead with their authentic selves, to bring their experiences, their perspectives and their personalities to the table, and to not be deterred by criticism,” Grigg said.  

The reality for women leaders – particularly those with greater visibility, including MPs – is that they continue to face misogynistic and racist abuse. “Online abuse has no place in any job,” Grigg said.

Carving out a supportive pathway is important, and much of the work that needs to be done is to reduce risk in the online environment, where abuse and discrimination are perpetuated and could deter women and girls from seeing themselves in leadership spaces.  

“We’ve got to create an online environment where women and girls – our future leaders – can thrive and feel safe,” she said.  

One initiative aimed at supporting the pipeline of women into governance is the Manatū Wāhine Ministry for Women’s BoardConnector, an enhanced governance database connecting governance-ready candidates with board opportunities.

“For the first time ever, we are making it available to private sector businesses across the country,” Grigg said.

But expanding access to opportunities is only part of the challenge because wider systemic change is needed.  

Reflecting on her own journey, Carter described entering business as a 24-year-old in what was then an overtly male-dominated environment. She acknowledged the men who supported her early career as allies who helped her along the way – first in building a successful business and later in transitioning into governance. That path has seen her involved in public, private, Crown and not-for-profit sectors over the past 25 years.  

A willingness to be courageous and to trust her instincts has helped Carter guide her decision-making and her ability to take risks to help the organisations she served to grow. The same was true when making decisions about which boards were right for her.  

“That’s why I listen to my stomach,” she said. “Your gut is the decipherer.”

Her advice was directed to emerging women leaders who may not always know which direction to pursue.

Carter emphasised the importance of people and what it means to be of service without expecting anything in return. That, she said, was one of the unspoken rules when she was growing up, and it has remained with her throughout her life’s work: to give without expectation, to acknowledge all people regardless of social status or standing, and to make decisions that empower others to grow.  

Importantly, to do this with heart.  

For Carter, the ‘Give to Gain’ theme resonated with her values. For the audience, it served as a reminder that leadership is about harnessing not only your skills and experience, but also purpose, values and beliefs – and having the courage and tenacity to stand by them when things get tough or others don’t understand your vision.  

Lastly, Carter emphasised the importance of businesses and organisations making a concerted and intentional effort to care for their people because “when we do our good thing, we don’t think about what we’re going to get back”.  

Her advice to the audience was that ‘giving’ isn’t always about grand gestures, but individual responsibility to pay attention, even if it doesn’t feel meaningful at the time.  

Small actions – such as smiling at a stranger or thanking someone for their work – can make a huge difference to people’s lives, she said.

The same is true in supporting all voices at the table. Carter believes this is not only the role of the chair, but the responsibility of everyone on the board to ensure there is space for everyone to be heard.  

And that is why International Women’s Day matters. Carter’s story and insights are a reminder that human connection matters, and that kindness, warmth and acting with heart and generosity can empower organisations, individuals and future leaders to thrive.  

Visit the IoD’s Women Directors’ Network (WDN) to learn more.