Why More Men Should Be Listening to Melinda French Gates Right Now
Lessons from Melinda French Gates on Leadership, Equity, and Driving Real Impact
On December 3, 2024, an Associated Press article highlighted Melinda French Gates’ $1 million pledge to organizations supporting women as part of Giving Tuesday. Her actions are a reminder of what leadership rooted in purpose and equity looks like—and why it’s so needed in today’s world. This is the perfect moment to share why I believe more men should be paying attention to her.
It’s no secret that the challenges we face in today’s workforce demand more than just solutions. They require a shift in how we lead, how we think, and how we listen. As leadership models evolve and old paradigms are questioned, Melinda French Gates stands out as a voice we can all learn from—especially men in leadership.
Her work at the intersection of business, philanthropy, and gender equity has sparked critical conversations about what true leadership means in the modern world—conversations we can’t afford to ignore. For those willing to listen, her insights hold the potential to transform not just our organizations, but the lives of the people who drive them.
For years, Melinda French Gates has advocated for a world where more women occupy positions of power—not just because it’s fair, but because it makes us stronger. When more perspectives are brought into the decision-making room, we get better decisions. Better decisions lead to more innovation, inclusion, and sustainable growth. The future of leadership doesn’t lie in maintaining the status quo but in creating room for new voices and perspectives to lead us forward.
The Problem with the Status Quo
The truth is, most of us as men have operated within systems built for us. We’ve benefited from these structures, often without fully realizing how those very systems have excluded others—particularly women and underrepresented groups. That’s not to say the road to success hasn’t been hard or earned. But It’s time to recognize that the leadership norms we’ve relied on are overdue for an overhaul. The future demands a more equitable, purpose-driven approach—one that embraces diversity as essential, not optional. And one of the loudest, most credible voices calling for this shift is Melinda French Gates.
She’s shown that leadership doesn’t need to be a zero-sum game. Elevating women to positions of power, fostering equitable work environments, and closing the gender pay gap are not threats to male leadership. On the contrary, these are essential shifts that will define the future of work—and all of us who occupy leadership roles need to be on board.
Leadership in the Modern World
Right now, we’re seeing dramatic shifts in how people approach their careers. The pandemic has fundamentally reshaped the relationship between work and life, creating a new expectation for leaders to focus on holistic well-being, adaptability, and trust. As leaders, we must now ask ourselves: How do we create environments where people aren’t just surviving but thriving?
Melinda French Gates has been asking these questions—and offering solutions—long before many of us caught up. Her approach emphasizes something I believe is crucial to navigating these uncertain times: empathy.
Leadership today isn’t about having all the answers. It’s about listening to the voices around us, elevating people who haven’t always had a seat at the table, and asking ourselves, “Who else needs to be heard here?”
The Melinda French Gates Approach
One of the biggest lessons I’ve taken from Melinda French Gates is the understanding that leadership today isn’t just about driving profits. It’s about driving purpose. Purposeful leadership is finding a place in our future. The next generation of workers—many of whom are my college age childrens’ friends (early 20’s)—are looking for more than just a paycheck. They want to work for companies that align with their values. They want to contribute to something bigger than themselves. They want to know that their leaders are committed to the well-being of the entire workforce, not just the bottom line.
This is where men in leadership can learn something invaluable from Melinda French Gates. She understands that leadership isn’t a solo act; it’s about uplifting others, particularly those who have been historically left out of leadership conversations. Her work through the Gates Foundation and Pivotal Ventures has championed initiatives that push for greater representation of women in leadership roles and tackle systemic barriers to gender equity.
As leaders in our own right, we need to stop seeing the call for equity as a threat to our success. It’s time to embrace a future where diversity isn’t just a metric but a strength—a foundational element of thriving organizations. Melinda French Gates reminds us that equity isn’t just an issue of justice—it’s a strategic advantage.
Achievement knows no gender. — Jeremy Victor
There is literally no difference, based on gender or race, in anyone’s ability to perform a task, make a decision, or lead in the modern workplace.
The Business Case for Gender Equity
Let’s talk about the data for a moment. There’s a compelling business case for listening to what Melinda French Gates has been advocating. According to research from McKinsey, companies with higher levels of gender diversity on executive teams are 25% more likely to have above-average profitability compared to companies that lack diversity. Why? Diverse teams are more likely to challenge the status quo, bring innovative ideas to the table, and recognize a broader range of customer needs.
When women are given opportunities to lead and when companies actively work to close the gender pay gap, everyone wins. Companies like Unilever and Salesforce have shown that embracing gender diversity at every level isn’t just good for culture—it drives tangible business results. The company wins because it’s more competitive and innovative. Employees win because they work in environments that are more inclusive and equitable. And leaders win because they have access to richer, more diverse perspectives.
Melinda French Gates has made this case time and again through her advocacy. It’s a call to action that more men in leadership need to answer. By ignoring this, we risk missing an opportunity to improve our organizations, strengthen our leadership, and help create a more just and equitable world.
Trust As A Catalyst To Becoming More
Melinda French Gates often speaks about the transformative power of trust in leadership—how it creates opportunities for individuals to rise to their full potential. This insight resonates deeply with my own experience.
In my experience, every time I have promoted a woman into a leadership position, I’ve witnessed something remarkable: a transformation that goes beyond the role itself. In hindsight, I believe these promotions have often served as a catalyst—unlocking a deeper potential and enabling these individuals to fully step into their authentic selves.
The act of promotion is more than just assigning responsibilities; it’s a profound signal of trust. When someone is chosen for leadership, especially in an environment where they might have been historically overlooked, it sends a powerful message: “You belong here. I see your potential, and I trust you to lead.” This recognition often becomes a turning point—not just for the organization, but for the individual as well.
What I’ve observed is that this act of trust not only creates space for people to embrace their full capabilities but also builds an extraordinary bond of loyalty. The validation of their leadership potential fosters a deep commitment to the organization and to the leader who believed in them. It often ignites a drive in them to demonstrate, unequivocally, that your decision was not only the right one but the best one you could have made.
And yes, I’ve consistently observed that this drive—this profound need to prove and excel—often manifests more strongly in women than in men. Why? Because the existing frameworks and systems have historically privileged men, creating an even greater determination in women to seize opportunities and succeed. Women stepping into leadership positions are often acutely aware of the barriers they’ve had to overcome to get there and are deeply motivated to show that they not only belong but that they can thrive and lead in transformative ways.
For me, this is one of the most rewarding aspects of leadership: seeing someone step into a role they’ve earned, watching them embrace their full self, and witnessing the extraordinary impact—and loyalty—that follows.
The Responsibility of Leadership
Leadership in 2024 and beyond is about more than just having a vision for your company—it’s about having a vision for the people you lead. The workforce is evolving, and so must our approach to leadership. We are in a moment of significant transition where the systems we’ve relied on in the past no longer serve the dynamic needs of today’s workforce.
As a leader, I believe my role is to advance organizational goals while asking, ‘How do we create pathways for others to rise and succeed alongside us? Melinda French Gates reminds us that leadership is not about holding onto power, but about using it to empower others. It’s a responsibility I take seriously, and it’s one I believe more of us should embrace.
For many years, the models of leadership we’ve been taught emphasized authority, control, and the idea that success is an individual pursuit. But I’m asking a different set of questions now: How can leadership be more about collaboration? How can it become a vehicle for driving positive change for everyone in the organization, not just a select few? How can leaders design cultures where purpose and belonging aren’t just ideals but daily experiences?
What’s Next for Modern Leadership
The future of leadership isn’t just about being at the top. It’s about who we’re bringing with us and how we’re creating spaces for voices that have been historically excluded. Leadership today must prioritize empathy, inclusion, and purpose.
If we want to lead in this new era, we need to listen to those who are already shaping the future. Melinda French Gates is one of those voices. Men in leadership, myself included, have a lot to learn from her vision. It’s time we listen, elevate the conversation, and, most importantly, take action. Again, there is literally no difference, based on gender or race, in anyone’s ability to perform a task, make a decision, or lead in the modern workplace.
Call to ActionIf you’re interested in joining this conversation, I encourage you to drop me an email at [email protected] or sign up for Business At the Speed of AI to explore these ideas further.
Did you know?
“It will take 48 years for the representation of white women and women of color in senior leadership to reflect their share of the U.S. population.”
#PARITYNOW is my mission to close the gender gap, fix the broken rung (the first critical step on the corporate ladder that women often miss), and create equal opportunities in leadership, work, and life. I’m committed to raising awareness and driving change for true gender parity across all industries.
This cause was born realizing my daughters will be 68 and 64 when true parity is achieved. Why aren’t more dads outraged by this? Blind bias? I’m making it my mission to fix this. Will you join me?
Achievement knows no color. — Abraham Lincoln
Achievement knows no gender. — Jeremy Victor
There is literally no difference, based on gender or race, in anyone’s ability to perform a task, make a decision, or lead in the modern workplace.
#PARITYNOW
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