The Reykjavík Index for Leadership 2024: We’re Failing Women in Leadership, and It’s Time for a Systemic Overhaul

The Reykjavík Index for Leadership 2024 reveals a sobering truth: our progress toward gender equality in leadership is not just stalling; it’s reversing. Despite years of awareness campaigns, diversity programs, and pledges for equal representation, the latest data indicate we are nowhere near the finish line of equality, and in some places, we are losing ground.

For those unfamiliar with the Index, it measures societal perceptions of whether men and women are equally suited to leadership roles across 23 different sectors. A score of 100 on the Index would indicate complete equality, with men and women perceived as equally capable of leadership. However, in reality, no country in the world has reached that perfect score. In the G7 countries, the results are not just disappointing; they are alarming.

G7 Countries Are Sliding Backwards

The 2024 report shows that across G7 countries—Canada, France, Germany, Italy, Japan, the United Kingdom, and the United States—the average Index score has fallen by two points to 70. To put that into perspective, a score of 100 represents full equality, while a score of 70 highlights a significant gap between the ideal of gender equality and the reality women experience every day. The data show a concerning stagnation and even a regression in perceptions of women’s suitability for leadership.

But the most disturbing finding comes from an unexpected place: younger generations are showing more prejudice against women in leadership roles than their parents. That’s right—the cohort of people aged 18-34, who we often assume are more progressive and inclusive, are demonstrating more bias than previous generations. This backslide is not just disappointing; it’s dangerous for the future of gender equality.

Breaking Down the Numbers

To truly understand the scope of the problem, let’s dive deeper into the data. Over the past six years, the Reykjavík Index for the G7 countries has remained stagnant, with little improvement in perceptions of gender equality in leadership. In fact, 2024 marks the first year we’ve seen a decline in scores. The United Kingdom, which once ranked highest among G7 countries, saw its score plummet by nine points this year, from 79 to 70. This dramatic drop signals that the momentum we once had is fading fast.

Across the G7 countries, women’s perceptions of leadership suitability remain slightly more positive than men’s, with women scoring 73 on the Index compared to men’s 66. But this marginal difference isn’t enough to drive the change we need. The problem is bigger than just men’s views of women in leadership—it’s a societal issue that cuts across gender lines. Even women are holding onto outdated perceptions of leadership roles.

Generational Divides: Why Are Young People More Prejudiced?

The revelation that younger generations are more prejudiced against women in leadership than older ones challenges everything we’ve come to expect from the millennial and Gen Z demographics. But before jumping to conclusions, it’s important to consider the factors at play here.

The report suggests that the rise of toxic content on social media, disinformation, and the fragmentation of traditional media could be key drivers behind this trend. Young people today are bombarded with information, and not all of it is positive. Misinformation, coupled with the normalization of misogynistic material online, is shaping the way younger generations view gender roles. These generations, which grew up with unparalleled access to the internet and social platforms, are more susceptible to being influenced by biased, harmful narratives.

Another factor is the economic instability that has gripped much of the world in recent years. Economic inequality can foster divisions, particularly around gender, as competition for jobs and resources intensifies. Young people growing up in this climate may be more likely to revert to traditional power structures, where leadership is associated with masculine traits, as a way to navigate an increasingly uncertain world.

This combination of digital disinformation, economic stress, and the erosion of trust in public institutions is creating a perfect storm for gender bias to re-emerge in younger generations.

Nordics and the Netherlands: A Beacon of Hope

Despite the gloom hanging over G7 nations, the Reykjavík Index does offer a glimmer of hope. For the third consecutive year, Iceland ranks highest on the Index, with a score of 89, followed closely by other Nordic countries—Norway, Sweden, Denmark, and Finland—as well as the Netherlands. These countries have consistently led the world in gender equality, and their Index scores reflect that commitment.

What sets these countries apart? Their governments have implemented long-standing policies that actively promote gender equality. This includes policies like equal pay for equal work, mandatory parental leave for both parents, and laws that enforce gender diversity on corporate boards. The result is a society where gender equality is not just a distant goal but a lived reality.

However, even in these progressive nations, the fight for full equality is far from over. While their Index scores are the highest in the world, citizens in these countries still report that they don’t believe gender equality has been fully achieved. This reflects a level of self-awareness that we should all strive for: even in societies that have made great strides, the work is never truly done.

The Fallacy of “Fixing” Women

One of the most important lessons from this year’s Reykjavík Index is that women are not the problem. For too long, efforts to promote gender equality in leadership have focused on “fixing” women—offering them leadership training, mentorship programs, and initiatives designed to “empower” them to lead. While these efforts have their place, they miss the larger point: women don’t need fixing. The system does.

The real issue lies in the way our organizations, institutions, and societies are structured. Deep-seated biases and cultural norms continue to favor men in leadership roles, and no amount of leadership training for women will change that. Instead, we need to focus on systemic change—dismantling the barriers that keep women from ascending to leadership roles and ensuring that women who do make it to the top aren’t just token figures.

Organizations must stop putting the onus on women to “prove” themselves. Instead, they should be looking inward, at their own policies, practices, and cultures. Are their hiring practices biased? Do their workplaces promote diversity and inclusion, or do they perpetuate existing power structures? The responsibility lies with companies, governments, and institutions to create environments where all genders can succeed—not with women to mold themselves to fit a broken system.

A Call to Action: What We Can Do Now

The Reykjavík Index for Leadership 2024 is a wake-up call for all of us. The data make it clear that if we don’t act now, we risk seeing a sustained regression in gender equality, something we simply can’t afford. So, what can we do?

1. Focus on systemic change, not individual women: Stop treating women as the problem to be fixed. Instead, focus on addressing the biases, barriers, and cultural norms within your organizations that prevent women from thriving in leadership roles.

2. Create inclusive policies: Governments and businesses need to implement policies that promote gender equality in concrete, actionable ways. This includes equal pay legislation, diverse leadership boards, flexible working conditions, and mandatory parental leave for both parents.

3. Hold ourselves accountable: Progress isn’t inevitable. We need to constantly evaluate our workplaces, policies, and societal structures to ensure they are inclusive. This means tracking diversity metrics, setting ambitious targets, and holding leaders accountable for creating inclusive environments.

4. Challenge disinformation and misogyny: The rise of toxic content and disinformation on social media has a powerful impact on young people’s views. We need to confront this head-on by promoting media literacy, challenging harmful narratives, and creating counter-narratives that support gender equality.

5. Support intersectional equality: Gender equality doesn’t exist in isolation. We must acknowledge that discrimination on the basis of gender often intersects with other forms of discrimination, such as race, ethnicity, disability, and sexual orientation. True equality requires addressing all forms of bias and discrimination.

Conclusion: The Urgency of Now

The Reykjavík Index for Leadership 2024 is more than just a snapshot of current attitudes toward gender equality in leadership. It’s a call to action—a reminder that progress is not guaranteed and that we must actively work to reverse the troubling trends we’re seeing. The stakes couldn’t be higher: if we don’t take bold, systemic action now, we risk undoing decades of progress and condemning future generations to a world where leadership remains the privilege of men.

We know what needs to be done. The question is: will we do it?

Gender equality isn’t just a women’s issue. It’s a societal issue, and we all have a role to play in fixing the system, not women. The Reykjavík Index shows us that we are on the wrong path—but it also shows us that with commitment, accountability, and action, we can turn things around.

Source of the Data: The Reykjavík Index for Leadership 2024 by Verian Group.

For the full report, download it here: Reykjavík Index for Leadership 2024 Report