By drawing on this interrelated set of arguments and evidence, MWA presents a business case for why gender diversity and increasing women’s leadership must be a priority.3 Through this evidence-based and business framework, MWA aims to increase the percentage of women in leadership roles and their representation in management. The ministry also recognises that measuring success in terms of increasing women’s leadership does not just depend on increasing women on boards, but through a variety of decision-making and leadership positions across society. The realisation of these goals is still hindered by social institutions and discriminatory norms, which deter women from reaching their leadership potential. These manifest in demand and supply side constraints, where women are either perceived as unqualified or have faced barriers to enhancing the skills needed for leadership roles.