I am optimistic about the prospects for advancing gender equity in business and hence more women into leadership positions, because:

1. Corporations are becoming the social conscience of the nation.
Corporations are emerging as progressive voices to fill the vacuum created by a divisive political environment. This is partly in response to more value-oriented consumers and the power of social media to voice employees’ frustrations. But also, because CEOs can no long stand aside and ignore #BlackLivesMatter, #MeToo, #TimesUp and similar movements when it comes to the dialog with their own staff (and potential hires too). As part of this sea change in corporate social responsibility, gender equality in leadership becomes a visible component showing leaders can “walk the walk.”.

2. Women are mad as hell and they aren’t going to take it anymore.
#MeToo and #TimesUp directly confront the past and current realities women face around sexual harassment and assault. By having the courage to speak up, women are finding their voice. Men need to act responsibly (treating female colleagues like they would their mother, sister etc. – and not assault, harass or demean anyone) and companies need to address the realities I discussed about and push towards more women in senior roles. As Avivah Wittenberg Cox points out, company cultures need to become more “gender bilingual” and gender balance in business isn’t a battle between men and women.

3. The political landscape is shifting dramatically
The number of women running for political office in the US, at all levels, has risen dramatically since the start of 2017. For example, Politico reports “nearly 60 percent more women declaring plans to run for the House and the Senate this year compared to the 2016 election.” If this is sustained, as I expect it will be because role models beget more following behind them, then the political sphere in the US will change in a way that will lead to changes in policy that benefit both women and men. This in turn will influence the business world. For example the US might cease to be one of only three countries in the world that do not provide national paid maternity leave.

4. The reign of the stale pale and male leadership cohort is inexorably coming to an end
This for two reasons. First, due to demographic shifts, there just won’t be enough men to go around and staff every executive committee and boardroom (white males makeup about 32% of the US population now but under 25% of an average class full of five-year-olds). Second, the slow rolling tsunami of women’s superior educational achievement rolls on as more women finish Associate, Bachelor’s, Master’s and PhD degrees. (There is a crisis in the US when it comes to educational attainment of … boys and young men.)

The flip side is that the educated cohorts of women who can be the leaders of the future grow ever larger and larger than those of their male peers.

So, for many reasons, the arc of history bends to greater participation by women in leadership roles. But when we talk about the “business case” for that change let’s consider reframing the question. Away from, “Why let women in?” to “Why are all the men there in the first place?”