Today, only 68.6% of the global gender gap has been closed, according to the World Economic Forum. Behind this figure, persistent differences continue to shape career paths, compensation, access to leadership roles, and opportunities across industries and geographies.
Progress is real. But equality is not complete.
The invisible side of gender inequality
Gender inequality does not always appear through obvious discrimination. Often, it is built into systems that were simply not designed with everyone in mind.
In her book Invisible Women, author Caroline Criado Perez explains how many products, policies, and technologies rely on data historically based on male experiences.
When women are missing from the data, their realities become invisible.
The consequences appear in everyday life:
Safety equipment historically designed around male body standards
Medical research conducted primarily on male subjects
Technologies trained on datasets lacking gender diversity
Even urban planning can reflect these biases. In one Swedish city, snow used to be cleared first from main roads used by commuters driving to work, mostly men, while pedestrian paths used more often by women were cleared later. When the city reversed the order, injuries decreased and public costs dropped.
And in organizations, the same principle applies. Without analyzing promotion data, pay gaps, retention, and leadership representation, structural inequalities can remain hidden.
Parental leave and the hidden impact on careers
One of the most powerful drivers of workplace inequality is the unequal distribution of caregiving responsibilities.
Globally, mothers receive around 24.7 weeks of paid parental leave, while fathers receive only about 2.2 weeks on average.
In 71 countries, fathers have no statutory paid leave at all.
These differences influence how responsibilities are shared within families and how careers evolve over time.
When women take longer leave than men, they are more likely to face slower career progression, part-time work, or reduced opportunities. Encouraging fathers to take parental leave is therefore not only about family life, it is also about building more balanced professional opportunities for both parents.
At the same time, those early months remain essential for parents and children alike. They allow families to build strong bonds and establish the foundations of long-term wellbeing.
Gender equality at work: turning commitments into action
While global challenges are complex, companies have a role to play in creating fairer workplaces.
At Mantu, we believe that equality must move beyond statements and become an operational standard.
Equality also happens in everyday moments, when individuals feel legitimate enough to step forward, speak up, and shape decisions.
I realized I had levelled up when I stopped reacting to client requests and started proactively shaping the conversation.
Our approach focuses on several key areas:
Clear policies against psychological and sexual harassment, supported by mandatory awareness training and confidential reporting channels
Pay equity monitoring and audits to identify and correct unjustified pay gaps
Tracking promotion and leadership representation to ensure equal opportunities for career progression
We have also set a concrete objective: reaching 34.3% women in top and middle management by 2029, supported by leadership development initiatives such as the Aurora Program. In fact, the program is designed to support women in building confidence, expanding their leadership capabilities, and navigating complex environments.
I hope to find female role models and build the confidence to turn perceived weaknesses into strengths.
Supporting parents is another key priority. Our Parental Leave Policy allows all employees, regardless of gender or family structure, to take time to welcome a newborn or adopted child.
To accompany this transition, the Mantu Parental Pathway Program, relaunched in 2025, connects new parents with experienced colleagues through a buddy system, helping them navigate this important life stage.
Gender equality is not a one-time objective.
Gender equality depends on how organizations design opportunities and support career progression.
At Mantu, we focus on moving forward through concrete actions, driven by leadership decisions made every day.
