The United Nations Global Gender Gap Report 2022 indicates a 68% closure of the overall gender gap. An encouraging metric, yet a slow advancement towards achieving Sustainable Development Goal (SDG) 5 by 2030. Persistent gender disparities in business and management are evident through phenomena such as the gender pay gap, glass ceilings, glass walls, glass cliffs, and sticky floors. There have been notable exceptions, such as Indira Nooyi and Sheryl Sandberg, women remain significantly underrepresented in senior management roles globally, holding a mere 8.2% of CEO positions in S&P 500 companies (Catalyst 2023). Issues such as occupational segregation and deep-seated implicit biases continue to perpetuate exclusion of women at management levels. While organisations have implemented diversity and inclusion policies—like diversity targets, unconscious bias training, and mentoring programs—many leaders fallaciously believe these measures are sufficient. However, true gender equality and inclusion needs more than policies; it requires leaders to actively foster an inclusive culture, model equitable behaviours, and systematically dismantle barriers if businesses are to capitalise on the immense potential of gender diversity.