When Gender may be a Barrier to Opportunity
August 3, 2026
When discussing gender inequality, topics often raised include diversity, sex, gender identity, and human rights. However, inequality in the business world stemming from biological sex remains a significant yet often overlooked dimension.
Theoretically, gender-based discrimination can be explained through the lens of Essentialism. According to the Cambridge Dictionary, essentialism is the belief that things have a set of characteristics that make them what they are and that these characteristics are inherent and unchangeable.
Anthropologically, this perspective reflects the belief that men and women have inherently different biological or personality traits. This notion often underpins rigid social roles—for example, perceiving women as more suited to roles like homemakers, nurses, or teachers, while men are seen as better suited to be police officers, soldiers, or leaders. Such ingrained biases limit educational and occupational opportunities, reinforcing deep-rooted social inequality.
According to a UN Women survey, only 18 countries currently have female heads of state or government. The World Bank reports that women hold less than 30% of leadership or executive roles globally. These figures reflect persistent structural barriers and gender biases that continue to associate leadership predominantly with men.
In the business world, essentialist views also shape perceptions of women entrepreneurs. Leadership and business acumen are often tied to traits stereotypically associated with men. The OECD notes that women show lower motivation to enter entrepreneurship compared to men due to factors such as social attitudes, unequal access to capital and credit, and a lack of necessary skills.
In the ASEAN region—where women account for more than half the population and cultural diversity is profound—these challenges are being addressed through policy frameworks and regional cooperation. One such mechanism is the ASEAN Committee on Women (ACW), which has developed a strategic plan encompassing even core visions. These aim to foster a shared commitment among member states while promoting a people-centred ASEAN. The vision covers all dimensions of gender inequality and prioritizes gender mainstreaming into regional policymaking.
The plan also aspires to position ASEAN as a role model in advancing women's rights and economic participation, particularly in terms of access to education, decision-making opportunities, and capital resources. This reflects a strong regional effort to close the gender economic gap.
Recognizing the vital role of micro, small, and medium enterprises (MSMEs), which account for 88.8% to 99.9% of all businesses and 51.7% to 97.2% of employment in ASEAN, empowering women in this sector is essential. ASEAN’s Strategic Action Plan for SME Development (2016–2025) includes measures specifically to support women entrepreneurs, such as skill development and access to platforms that enhance their economic participation and potential.
Digital skills are increasingly vital for entrepreneurs. However, women still face barriers to acquiring the knowledge and competencies needed. Even though ASEAN recently adopted the Gender Mainstreaming Strategic Framework, the region has long prioritized gender equality through consistent policy integration.
The ASEAN ICT Master Plan 2020 emphasized innovation and skill development for the digital economy, focusing on building an inclusive digital economy and enhancing women's access to ICT skills. This demonstrates the practical application of gender mainstreaming at the regional policy level.
Encouragingly, ASEAN’s cooperation, frameworks and action plans are paving the way toward greater gender equality. These mechanisms aim to create a society free from bias, one that promotes equal opportunities and supports sustainable development.
Nevertheless, this issue requires continued monitoring and concrete enforcement. While awareness is growing, implementation must be rigorously evaluated. A sustainable economy can only be achieved when powered by the strength of all people, without discrimination.
August 3, 2026
When Gender may be a Barrier to Opportunity
August 3, 2026
When discussing gender inequality, topics often raised include diversity, sex, gender identity, and human rights. However, inequality in the business world stemming from biological sex remains a significant yet often overlooked dimension.
Theoretically, gender-based discrimination can be explained through the lens of Essentialism. According to the Cambridge Dictionary, essentialism is the belief that things have a set of characteristics that make them what they are and that these characteristics are inherent and unchangeable.
Anthropologically, this perspective reflects the belief that men and women have inherently different biological or personality traits. This notion often underpins rigid social roles—for example, perceiving women as more suited to roles like homemakers, nurses, or teachers, while men are seen as better suited to be police officers, soldiers, or leaders. Such ingrained biases limit educational and occupational opportunities, reinforcing deep-rooted social inequality.
According to a UN Women survey, only 18 countries currently have female heads of state or government. The World Bank reports that women hold less than 30% of leadership or executive roles globally. These figures reflect persistent structural barriers and gender biases that continue to associate leadership predominantly with men.
In the business world, essentialist views also shape perceptions of women entrepreneurs. Leadership and business acumen are often tied to traits stereotypically associated with men. The OECD notes that women show lower motivation to enter entrepreneurship compared to men due to factors such as social attitudes, unequal access to capital and credit, and a lack of necessary skills.
In the ASEAN region—where women account for more than half the population and cultural diversity is profound—these challenges are being addressed through policy frameworks and regional cooperation. One such mechanism is the ASEAN Committee on Women (ACW), which has developed a strategic plan encompassing even core visions. These aim to foster a shared commitment among member states while promoting a people-centred ASEAN. The vision covers all dimensions of gender inequality and prioritizes gender mainstreaming into regional policymaking.
The plan also aspires to position ASEAN as a role model in advancing women's rights and economic participation, particularly in terms of access to education, decision-making opportunities, and capital resources. This reflects a strong regional effort to close the gender economic gap.
Recognizing the vital role of micro, small, and medium enterprises (MSMEs), which account for 88.8% to 99.9% of all businesses and 51.7% to 97.2% of employment in ASEAN, empowering women in this sector is essential. ASEAN’s Strategic Action Plan for SME Development (2016–2025) includes measures specifically to support women entrepreneurs, such as skill development and access to platforms that enhance their economic participation and potential.
Digital skills are increasingly vital for entrepreneurs. However, women still face barriers to acquiring the knowledge and competencies needed. Even though ASEAN recently adopted the Gender Mainstreaming Strategic Framework, the region has long prioritized gender equality through consistent policy integration.
The ASEAN ICT Master Plan 2020 emphasized innovation and skill development for the digital economy, focusing on building an inclusive digital economy and enhancing women's access to ICT skills. This demonstrates the practical application of gender mainstreaming at the regional policy level.
Encouragingly, ASEAN’s cooperation, frameworks and action plans are paving the way toward greater gender equality. These mechanisms aim to create a society free from bias, one that promotes equal opportunities and supports sustainable development.
Nevertheless, this issue requires continued monitoring and concrete enforcement. While awareness is growing, implementation must be rigorously evaluated. A sustainable economy can only be achieved when powered by the strength of all people, without discrimination.
