Why Estrogen Isn’t ‘Error-strogen’ in Leadership

“Women belong in all places where decisions are being made,” said Ruth Bader Ginsburg, Associate Justice of the Supreme Court of the United States from 1993 to 2020 and only the second woman ever to serve on the bench.

As we celebrate International Women’s Day (IWD) 2025 under the theme ‘Accelerate Action’, her words feel more relevant than ever. I remember reading them in Notorious RBG, a book that offered not just a glimpse into her life but a reminder of how far women have come—and how far we still have to go.

We are marching forward in time, but are we truly honoring the spirit of Ruth’s profound words? Are we accelerating real change—or just celebrating progress on paper? Are we really honoring women the way they deserve?

Yet, even as these questions echo, I’m reminded that not everyone thinks progress is necessary.

Once, while we were celebrating Women’s Day in our society, Mrs. Patel from next door shook her head dramatically. “I’m telling you, these days, women have been given too many rights. So many, in fact, that marriages are falling apart left and right! Back in our day, we adjusted—nowadays, they just walk out.”

Before I could respond, Mr. Sharma, ever the philosopher, chimed in with great confusion, “Honestly, I don’t even understand why women still want rights. What exactly is going so wrong? Sure, there are a few incidents here and there, but apart from that, it’s all fine, no?”

Ah yes, just a few incidents—like the Titanic had a bit of a water issue.

But if everything is fine, why do the numbers tell a different story? Why do women still face wage gaps, struggle for promotions, and get overlooked for leadership roles despite proving their competence?

Imagine this—you work just as hard as your male colleague, maybe even harder. But when payday arrives, he takes home more than twice your salary. This isn’t a rare case; in India, self-employed men earn 2.5 times more than women, with 83% of this gap being pure gender discrimination (Oxfam India, “India Discrimination Report 2022,” Times of India).

And leadership? The numbers speak for themselves. In the world’s largest economies, women hold only 15.9% of executive positions—meaning in a room of ten decision-makers, there’s barely one woman at the table (G20 Gender Leadership Gap, Wikipedia).

Still think inequality is just an occasional hiccup? Women’s labor force participation globally stands at 61%, compared to 91% for men (UN Women). That’s not a small gap—it’s the equivalent of cutting out an entire country’s worth of working women.

And yet, some still claim the pay gap is a myth. A 2025 survey found that 15% of Americans believe men and women earn the same, despite clear evidence showing otherwise. Men were twice as likely as women to deny the gap even exists (New York Post).

Perception of the Pay Gap

A 2025 study revealed that 15% of Americans believe there is no gender pay gap, with men being twice as likely as women to assert its nonexistence (21% vs. 9%), despite data indicating otherwise (New York Post).

If setbacks could stop women, we wouldn’t have Wi-Fi (thanks to Hedy Lamarr) or even space travel (shoutout to Kalpana Chawla). Honestly, if women waited for the world to be fair, we’d still be sending emails by pigeon.

Kiran Mazumdar-Shaw – Breaking Barriers in Science & Business

Looking at all this, I think: for too long, qualities like empathy, intuition, and emotional intelligence have been dismissed as soft skills—when in reality, they are power skills.

Leaders like Gagandeep Kang and Kiran Mazumdar-Shaw didn’t succeed despite their emotional intelligence; they succeeded because of it. Studies show that organizations with emotionally intelligent leaders have higher employee satisfaction, better decision-making, and stronger long-term growth. The world doesn’t need fewer women in leadership—it needs more leaders who think, act, and lead like them.

Gagandeep Kang, India’s top virologist, combined science with compassion to bring life-saving vaccines to millions. As the first Indian woman in the Royal Society, she proved that empathy and intellect go hand in hand. Her leadership in vaccine development shows that emotional intelligence drives real-world impact.

For decades, the myth that women’s hormones make them “too emotional” for leadership has persisted. However, scientific research reveals that these hormones may actually enhance leadership qualities.

Recent research debunks the myth that estrogen is a leadership hindrance. Studies show that estrogen enhances cognitive flexibility, emotional regulation, and verbal memory—key traits for decision-making and leadership. It strengthens neural connections in brain regions tied to empathy and problem-solving, fostering adaptability and resilience. Additionally, oxytocin, which works alongside estrogen, boosts trust and collaboration, crucial for effective teamwork. Far from being a liability, these biological factors give women a strategic advantage in leadership (University of Montreal, Harvard Review of Psychiatry).

Estrogen’s Role in Cognitive Function

Estrogen, a primary female sex hormone, has been shown to influence brain regions associated with cognition and emotion. Research indicates that estrogen can enhance neural connectivity, particularly in areas responsible for empathy, decision-making, and social interactions, which are vital for effective leadership (New York Post).

Oxytocin and Social Bonding

Oxytocin, often referred to as the “love hormone,” plays a significant role in social bonding and trust. Studies have demonstrated that increased oxytocin levels can lead to heightened empathy, improved social interactions, and enhanced group cohesion—all essential traits for successful leadership (Wikipedia).

These findings challenge outdated stereotypes, highlighting that hormones like estrogen and oxytocin may actually confer advantages in leadership contexts.

Real change requires action, not just awareness. Organizations must adopt inclusive hiring practices, provide mentorship, and address unconscious bias to break leadership barriers. Promoting work-life balance ensures that career growth isn’t penalized by caregiving responsibilities. But gender inequality isn’t one-size-fits-all—women of color, LGBTQ+ women, and those from low-income backgrounds face unique challenges. True progress means ensuring all women have the support to lead and succeed.
Written by: Ummehaani Zahir