Established in 1987 by the World Health Organization (WHO), World No Tobacco Day is an annual event typically observed on May 31st. This year, 2025, is no different under the theme Unmasking the Appeal: Exposing Industry Tactics on Tobacco and Nicotine Products. Our 2025 East Africa Global Fellow, Dr. Lorenta Ojo, highlights the need for us to be change makers in preserving virtues among young people in Namibia to break the cycle of tobacco addiction.
Smoking refers to inhaling and exhaling the smoke from burning tobacco or other substances. It is a primary method of consuming tobacco and is associated with numerous health risks, including respiratory disease, cardiovascular conditions, and various forms of cancer. As of 2022, approximately 20% of adults worldwide were tobacco users, a decline from about 33% in 2000. Tobacco use is responsible for over 8 million deaths annually, with more than 7 million resulting from direct tobacco use and about 1.3 million from exposure to second-hand smoke. An estimated 37 million children aged 13–15 are currently using some form of tobacco.
In 2022, about 11.2% of Namibians aged 15 and over were smokers. This included 19.2% of men and 4.0% of women. Among Namibian youth aged 13–15, 31.1% reported using tobacco products, with rates of 31.9% for boys and 29.9% for girls. Tobacco use accounts for approximately 4.1% of all deaths in Namibia, equating to over 1,000 smoking-related deaths each year and the economic burden of smoking in Namibia is estimated at over 1.18 billion Namibian dollars annually.
Beyond the smoke lies a concealed truth. Picture a realm where the dull pall of tobacco smoke blots out the bright hues of youth. A realm in which the purity of childhood is exploited by companies determined to ensnare the upcoming generation in nicotine addiction. This isn’t a bleak future—it’s the reality we face today. World No Tobacco Day 2025 shines a spotlight on the deceptive tactics employed by the tobacco and nicotine industries. This year’s theme, Unmasking the Appeal, aims to reveal how these industries manipulate product designs and marketing strategies to make harmful products attractive, especially to young people with a purpose to draw global attention to the tobacco epidemic and the preventable death and disease it causes.
Low-income communities are often targeted due to their limited access to health education and services. I have a story close to home to tell. Amina, a 16-year-old student from Windhoek, Namibia, was introduced to vaping through a social media challenge. The device was sleek, flavored like mango, and seemed harmless. Within months, Amina found herself dependent, experiencing withdrawal symptoms and declining academic performance. Her story is not unique; it’s a narrative shared by countless youths around the world.
I reside in Namibia, and last year, the Oshikoto region celebrated World No Tobacco Day. I was fortunate to be part of the organizing committee for this event held in the Tsumeb district. We invited a former tobacco user turned youth advocate to deliver a speech aimed at the younger generation, highlighting the reasons to avoid tobacco habits. He shared how tobacco had imprisoned him, stealing his energy, money, confidence, and peace of mind; how it affected his breathing; and how it caused him to lose focus in class. I was surprised by the number of youths already engaged in this vice, many of whom seemed reluctant to break the habit. They found enjoyment and satisfaction in vaping and smoking, overlooking the associated drawbacks.
These disadvantages can encompass both immediate and long-term health risks such as addiction, cardiovascular problems, oral health issues, hindered lung development, and lung cancer. Beyond physical health, we must also consider the effects on mental health; substance use has been associated with depression and anxiety, fostering cycles of dependency.
Additionally, there are academic and social ramifications stemming from diminished concentration and memory, involvement with risky peer groups, or behaviors that lead to breaches of school policies and ultimately result in suspensions, disciplinary records, and potential expulsion. Furthermore, there is a heightened risk of trying out other substances, including alcohol, marijuana, or harder drugs (gateway effect). Lastly, the economic strain is significant, as young individuals often allocate money from essential needs, apprenticeship fees, or educational expenses to support their habits. Over time, substance abuse also leads to increased medical expenses and decreased productivity.
What does this year’s theme signify? Through Unmasking the Appeal, our goals are to: Educate by increasing awareness of the tobacco industry’s manipulative tactics; Advocate for tighter regulations on tobacco advertising, particularly those aimed at youth; and protect future generations from the health hazards linked to tobacco and nicotine use.
Through all of this, there is a ‘Call to Action’. We are called to Be the Change. This call is out to everyone. Parents and Guardians are to engage in open conversations with their children about the dangers of tobacco and nicotine products. Educators should incorporate tobacco education into school curricula to inform students early. Youths, use your voice on social media to spread awareness and resist the glamorization of tobacco use and Policymakers, please implement and enforce laws restricting tobacco products’ marketing and sale to minors.
Let’s emphasize the situation. Despite a global decrease in smoking rates, Namibia has seen a minor rise in smoking prevalence, especially among men. This trend highlights the necessity for improved tobacco control strategies and public health initiatives to reduce tobacco use along with its related health and economic consequences. In conclusion, combating tobacco goes beyond personal choices; it involves confronting the systems that sustain addiction.
Mental health remains one of the most pressing yet under-addressed challenges globally, especially among young people. Across the African continent, millions of young people face stressors that deeply affect their mental well-being. To mark the world Mental Health Awareness Month, we sat down with Hildegarde Mukasakindi, Clinical Instructor at Partners In Health in Rwanda and a 2025 WomenLift Health East Africa Global Fellow, to unpack the state of mental health in Africa. Drawing from her work in community-based mental health care, Hildegarde shares timely insights on stigma, resilience, leadership, and how we can collectively create a healthier future.
What are some of the primary drivers of mental health challenges among African youth today?
A 2021 study on mental health in Sub-Saharan Africa revealed that one in seven children and adolescents live with mental health problems, and one in ten meet the criteria for psychiatric diagnosis. Further, the prevalence of mental health challenges in adolescents affected by HIV/AIDS, exposure to violence, and poverty stands at 29% for depression, 19.3% for anxiety, 27% for post-traumatic stress (PTS), and 11.6% for suicidality.
Young people who are socio-economically vulnerable—like those experiencing poverty, inadequate access to basic needs, unemployment, exposure to violence and conflict, and orphanhood—are more susceptible to mental health problems. Other vulnerabilities like high social media usage, social pressures, conflict, alcohol and drug abuse, and inadequate access to supportive systems also raise vulnerability that if ignored could develop into mental health challenges.
How have health emergencies such as the COVID-19 pandemic and the climate crisis impacted mental health across the continent?
COVID-19 brought about mass psychological distress, with high rates of mental health challenges including increased anxiety, depression, and insomnia reported during the pandemic. This was not only due to the loss of loved ones and increased economic hardship as a result of job losses, but also because of interventions such as quarantine, social distancing and isolation, which were psychologically draining and exacerbated loneliness, uncertainty, and stress.
The climate crisis causes additional psychological stressors. Eco-anxiety is a chronic fear that aligns with environmental degradation and its impacts, affecting many Africans. Droughts, floods, desertification, and food deficits threaten livelihoods, displace communities, and deepen poverty. These environmental processes fuel uncertainty and despair, undermining resilience and dampening the desire to participate in climate adaptation activities.
Overall, the interconnection of infectious disease, climate change, and socio-economic status creates a cumulative driver of mental health challenges in Africa. Efforts to combat such effects must be multidisciplinary in nature—integrating mental health services and enhancing community resilience, access to basic resources, and support from governments and other stakeholders.
How can we address stigma to encourage more open conversations around mental health and improve access to mental health services?
Reduction of stigma at the community level requires a multi-intervention strategy consisting of robust mental health policies, education, community engagement, quality mental health care and empowerment programs.
Skills training in areas such as maintaining health following a diagnosis of mental illness, identifying strengths and goal setting, planning personal recovery, enhancing social skills, confronting stigma and violence, and improving livelihoods can empower those living with mental health disorders.
In addition, the integration of mental health care into national health systems can help deliver support more seamlessly and make it less stigmatizing. If mental health treatment is included as a routine part of care, seeking help becomes normalized and the rights of individuals with mental disorders can be better protected.
Establishing a culture of open communication, increasing access to quality care, and empowering affected persons comprise the key measures towards reducing stigma and improving mental well-being in African societies.
Based on your extensive experience in delivering community-based mental health services, how has mental health care in Africa evolved over the past decade?
The past 10 years have been a welcome movement towards more equitable access to mental health care through community-based approaches in Africa. While some African countries have endorsed and implemented policies and programs to integrate mental health into primary health care, challenges around effective implementation, limited resources, inadequate infrastructure and training among medical professionals, together with stigma, persist.
That said, commendable efforts have been made to develop community-based, culturally appropriate, sustainable, cost-effective, and scalable interventions across Africa.
In Rwanda, for example, the Mentorship and Enhanced Supervision at Health Centers for Mental Health (MESH-MH) program, a collaboration between the Ministry of Health and Partners In Health, is aimed at strengthening primary health care by providing treatment of severe and common mental illnesses through community-based care, as per Rwanda’s National Mental Health Policy.
In Ethiopia, an integrated district-level model of delivering mental health care utilizing task-sharing has effectively filled the treatment gap in addressing severe mental disorders in rural environments. In Ghana, Positive Psychology Interventions (PPIs) have been successful implemented in rural settings. In Zimbabwe, psychological intervention with peer support is provided through the Friendship Bench program in rural settings to combat depression.
These are examples of community-level interventions with promising results and effectiveness in meeting mental health needs and yielding positive health outcomes. Scaling up these programs to aid in closing the treatment gap for mental disorders in Africa would make a significant difference to expanding and strengthening mental health care.
Africa is home to six of the top ten countries with the highest suicide rates in the world. As a leader in global health, what role do you believe leadership plays in addressing the challenges around mental health in Africa?
Suicide is a critical public health issue that warrants urgent attention. Every 40 seconds someone takes his or her own life, and at least 90% of suicide victims are thought to suffer from a mental disorder, with approximately 60% of them being depressed at the time of death.
Young adults and adolescents aged 15 to 30 years are a high-risk group for suicide, which results from the interaction between biological, genetic, psychological, sociological, cultural, and environmental factors, as well as untreated mental health conditions.
Bold, inclusive, and transformative leadership is required to address the rising suicide rates across Africa. Such leadership should reinforce comprehensive policy reforms that place mental health within the overall agenda of public health, with adequate financing, resource mobilization, and the establishment of culturally appropriate, context-specific mental health services.
In addition, inclusive leadership should involve multiple stakeholders— community leaders, youth, women, and even traditional healers—to tackle the stigma around mental health. Mainstreaming mental health conversations and practice into everyday life fosters trust and ownership by the community. The participatory approach also creates supportive mechanisms that include family, friends, religious groups, community associations, and social networks. Enabling constructive engagement reinforces community resilience and mental well-being.
While such support networks can reduce suicidal risk, they cannot eliminate it. Transformational leadership must transcend ingrained systemic barriers, facilitate early recognition and treatment of mental health disorders, and advocate for the integration of mental health into the broader development agendas. It is also necessary to advocate for data-driven approaches to monitor progress and modify interventions accordingly.
You are a strong advocate for community-based mental health care. Can you elaborate on the benefits of this approach and how it can be scaled up effectively?
Community-based mental health care enhances access to services, reduces stigma, improves medication adherence, prevents chronicity of illness, and is cost-effective, especially in low-income settings. They also limit long waiting times and lead to better health outcomes.
In addition, community-based mental health services promote culturally responsive and holistic approaches that enable individuals to receive services in comfortable, familiar environments. Engaging stakeholders from within communities enables frank discussions about mental health, which heightens awareness, acceptability, promotes early detection of mental illnesses, and reduces stigma. Facilitating the provision of care closer to patients’ homes also allows patients to remain close to their families, form meaningful relationships, avoid social isolation, and enhance community ownership and better health outcomes.
Scaling up mental health care in the community requires a multi-faceted approach to develop supportive national policies, build political will, engage communities and allocate funding, which are all critical steps. Prioritizing cost-effective interventions and leveraging data for ongoing improvement all contribute to sustainability of effective mental health care services.
Putting these measures in place can dramatically improve access, limit disparities, and improve mental health outcomes among populations.
How can we better engage African youth in mental health advocacy and empower them to be part of the solution?
Integrating mental health education into school curricula and youth programs can increase awareness, enhance knowledge, and promote early help seeking to boost resilience. Providing training and leadership opportunities enables young people to serve as peer educators and advocates, teaching them with a sense of ownership and responsibility.
In today’s digital world, leveraging technology—mobile applications, online support groups, social media—is key to engaging more youth and making mental health conversations more accessible and engaging.
Including the youth as partners in policymaking and program design will also ensure their needs and concerns are heard, resulting in more effective interventions. Through education, youth-friendly forums, and participatory engagement, we can empower the youth to amplify mental health awareness and advocacy and influence systems of care in Africa.
Looking ahead, what are your hopes and aspirations for the future of mental health care in Africa, and what steps do you believe are crucial to achieving these goals?
My hope is that mental well-being becomes an integral part of daily life for everyone at every stage of life. Just as we promote exercise and nutrition to improve physical health, we need to foster a culture of mental wellness by empowering individuals from a young age to thrive in spite of adversity and build resilience.
I call for leadership with a ripple effect—policy informing, resource organizing, and community stimulating toward a shared vision of improved mental health resilience and well-being in Africa.
Hildegarde Mukasakindi is a Clinical Instructor for the Mental Health Program at Partners In Health (Rwanda) and a 2025 WomenLift Health global Fellow
We envision a world where diverse, accomplished leaders collectively transform health outcomes. To realize that vision, we seek to expand the power and influence of talented mid-career women in health and engage with senior institutional and societal leaders to catalyze systemic change for gender equality in health leadership. We work in East Africa, India, Nigeria, North America, and Southern Africa and continue to explore outreach to other regions.
PowerUp Workshop Series
The PowerUp Workshops series are free and open to mid-career women working in global health in all the regions we work. The workshops are hosted virtually, focus on developing leadership skills, and fostering meaningful connections between women leaders in health within a regional context. The topics rotate with each workshop. We encourage women leaders in global health in each region to join us, and use these workshops as an opportunity to learn, engage with other women leaders, and build community.
Authentic Leadership
Thursday July 3, 2025, at 2pm–4pm EAT / 1pm–3pm CAT/SAST
This interactive session will help you define and address Authentic Leadership and work with others to identify potential gaps to improve your confidence and lead authentically.
In this 2 hour session, you will:
Explore the meaning and value of authentic leadership
Identify your core values and associated behaviors through self-reflection and feedback from others
Reflect upon how to remain true to yourself while also stretching beyond your comfort zone.
Describe how you want others to experience you as a leader
Background
In this workshop, we will explore the power of authenticity in leadership through a highly participatory workshop. Individual prompts, small-group dialogue, and full-group discussions provide opportunities to reflect on what authenticity means for you and how you might bring more of yourself into your leadership. This workshop provides an opportunity to pause, reflect, and gain deeper insight into who you are as an individual and as a leader.
This session is designed to enhance emotional intelligence and support the mindset shift needed to solve systemic challenges faced by leaders in today’s complex and diverse environments. This workshop does not aim to “fix” you; rather, it aims to create a safe and brave space where you can take up shifts in mindset and perspective.
Registration Details
You are eligible for the workshop if you meet all of the following criteria:
Identify as a woman
Live and work in East and Southern Africa countries
Are a mid-career global health professional*
This virtual workshop will be conducted in the English language and is free of cost.
WomenLift Health PowerUp Workshops are interactive. By signing up, participants agree to participate in the full session, which includes plenary discussions and breakout group activities.
Enrollment will be on a first-come-first-served basis, as spots are limited.
*Although women at all career stages are welcome to register, we believe participants who are at the mid-career stage will benefit most, as the content of the workshop has been designed with mid-career women health professionals in mind (10–25 years of experience working in the global health sector). If the number of registrants exceeds our capacity, women who are within the preferred experience range will be given priority.
Registrants should await an email confirming their spot in the workshop. Please check your spam folders if you did not receive an email.
We never forget the day we had our first period. We remember not just what happened to our bodies, but how the world around us reacted. Or didn’t.
Some of us were given vague instructions while others were told not to speak about it. If you were lucky, you got a bit of guidance, but honestly it seems most of us learned through trial and error. The lasting message was that menstruation was something to hide. That silence hasn’t gone away.
Yes, there is more public discussion than before. But most of it still focuses on one thing access to products. This definitely matters. Pads and tampons should be available and affordable. No one should miss school or work because they don’t have what they need. But menstrual health is about more than what we use to manage the physical flow of blood.
It’s about how we feel, and whether we are taken seriously when something is wrong. Many people live with menstrual disorders they’ve never heard of. Heavy bleeding, extreme pain, mood changes, and infertility are often dismissed as “just part of being a woman.” Conditions like fibroids, endometriosis, and Premenstrual Dysphoric Disorder are common, yet rarely diagnosed early. The saddest part is some never get a diagnosis at all.
In low-resource settings, the silence is even deeper. We’ve met girls who miss class each month and fall behind. Women who keep working through pain because they can’t afford to stop, and therefore are not working at 100%. Health workers who don’t know what to look for or what to say, and are in fact encouraged to dismiss what women are experiencing as ‘normal. The result of this approach to women’s health is not just discomfort. Women and girls experience missed opportunities, financial implications, and poor quality of life with some experiencing significant negative mental and physical health impact.
In the workplace, menstruation can be the hidden reason a woman is absent or underperforming. A survey in Rwanda found nearly 23% of employed women had missed work due to lack of menstrual product. Women in informal jobs who have to take a day off lose income they can’t spare.
Some women stop applying for permanent jobs because they worry about managing heavy flow in public or the missed days due to debilitating pain. Some students drop out because they fall too far behind and many of us go years without understanding that their pain is not normal. This is what happens when menstrual health is left out of the health agenda.
Are We Moving in the Right Direction?
In Kenya, Uganda and other African countries, reusable pads and menstrual cups are being distributed through schools and women’s groups. Schools are also starting to train teachers to talk openly about periods. The East African Community has taken early steps to set shared standards for menstrual products and countries like Rwanda and South Africa have removed taxes on pads. These are small but important steps because the trickle from the tap has started. But we’re still far from where we need to be, because there’s barely any public health investment in menstrual health, and most health workers aren’t trained to recognize menstrual disorders. We need to move to the next step and open the tap fully.
So, what still needs to happen?
Funding menstrual health as part of sexual and reproductive health, not just under education or WASH. We need to address menstrual disorders such as endometriosis and recognise their debilitating effects on quality of life.
Train health workers to not only identify but correctly manage menstrual disorders with the same urgency as other conditions.
Support policies that give people flexibility during their period, including menstrual leave where needed and developing workplace policies.
Bring men and boys into the conversation, not as bystanders, but as supporters and leaders.
And ask better questions.
What would your school or clinic look like if menstrual pain was treated seriously?
What would change if periods were no longer whispered about, but addressed with the same clarity as any other health issue?
Each of us can help by talking about periods without discomfort. Share correct information. Listen when someone says they are in pain. Small actions like these build trust and shift how we see menstrual health. You don’t need to be a health expert to make a difference. You just need to care enough to stop pretending this doesn’t matter.
Menstrual health belongs in every conversation about health and is part of public health. It’s time we treated it that way.
The Writer is an obstetrician gynaecologist and global health specialist
Each year, World Immunization Week (24–30 April) reminds us that immunization save lives, but behind every successful immunization campaign is a workforce of determined individuals, many of them women, working tirelessly in communities across Africa.
From bustling cities to the most remote villages, African women are leading the charge to protect children, families and communities from preventable diseases. They are community health workers, nurses, data managers, researchers, and advocates. And increasingly, they are stepping into leadership roles to shape the future of public health. But their journeys are often marked by obstacles, systemic gender inequities, limited mentorship opportunities, and a lack of representation in high-level decision-making.
At WomenLift Health, we are committed to expanding the power and influence of these talented women. The WomenLift Health Leadership Journey in the African region (East Africa, Southern Africa, and Nigeria) seeks to equip mid to senior career women in public health with the tools, skills, support, and networks they need to lead transformative change, including in immunization.
These women are not just part of an immunization workforce; they are shaping the very future of public health.
We took a moment to celebrate more than just the science of vaccines, and honour the people making immunization happen every day, in every corner of Africa. Often, they are women, leading quietly but powerfully from the front lines to the highest levels of health systems.
In the spotlight are three such women: Anna Ursula Happel (Southern Africa cohort, 2025), Fumane Lekoala (Southern Africa cohort, 2025) and Constance Agwang (East Africa cohort, 2025). Through their leadership, passion, and resilience, they exemplify what’s possible when women are empowered to lead.
Q: What does it mean to be a woman working in immunization in Africa today?
Anna: Being a woman scientist working in immunization in Africa today means using research to drive real-world impact, especially for infants, who are among the most vulnerable. My work focuses on improving vaccine responses in early life, and it’s incredibly rewarding to contribute to solutions that give children a healthier start. It also means advocating for equity in science and helping pave the way for more women to lead in Public Health.
Fumane: Being a woman working in immunization in Africa today is both deeply rewarding and profoundly challenging. It means being at the forefront of community transformation, ensuring health equity, and advocating tirelessly to protect our future generations from preventable diseases. It’s about navigating complex health systems, building trust in communities, and continuously championing gender-inclusive leadership despite persistent barriers.
Constance: Working in Immunization in Africa means resilience. Women in immunization in Africa face discrimination and security challenges, often limiting their ability to reach remote or conflict-stricken communities. There’s also a persistent marginalization of women from decision-making spaces, which negatively impacts health outcomes. Health systems perform better when women, who deliver much of the care, have an equal say in their design and delivery.
Q: What challenges do women in immunization leadership face?
Anna: As a translational scientist focused on maternal and paediatric health, I see women in the immunization field facing barriers like limited visibility, fewer funding opportunities, and challenges translating lab work into practice. Despite driving key research, they’re underrepresented in decision-making spaces. There’s also the ongoing challenge of balancing scientific careers with societal expectations, which can hinder career progression. Closing these gaps is essential for both gender equity and advancing vaccine science.
Fumane: Women in immunization leadership frequently encounter systemic gender biases, limited access to mentorship and networks, and underrepresentation in key decision-making roles. These challenges make it essential to actively build supportive environments where women’s leadership is not just acknowledged but celebrated and integrated into health systems at all levels.
Constance: While women show extraordinary strength ensuring vaccines reach the most vulnerable, they frequently face discrimination, poor pay, unsafe working conditions, and gender-based violence (GBV). Often concentrated in lower-level roles, women make up most community health workers and nurses but only about 25–30% of leadership roles in global health organizations. This leadership gap affects not just career progression, but the quality of care delivered to communities. According to the centre for strategic and international studies (CSIS), women account for just 31% and 27% of ministers of health and heads of World Health Assembly delegations, respectively and 25% of the heads and boards of global health organizations guiding decision making. This leadership gap can make it difficult for them to advocate for better working conditions and improvements in quality of care for patients and their families.
Q: What’s the real-world impact of investing in women’s leadership in immunization?
Anna: Investing in women’s leadership in immunization has a direct impact on improving vaccine research, access and uptake, especially in underserved communities. Women in leadership roles bring unique perspectives, ensuring that immunization strategies are both scientifically sound and culturally relevant, particularly in maternal and paediatric health. This leads to more effective, equitable vaccination programs that ultimately save lives and reduce health disparities.
Fumane: Investing in women’s leadership in immunization has transformative outcomes. It not only enhances the effectiveness of vaccine programs but also significantly improves community trust and participation. Empowered women leaders drive equitable access to vaccines, especially reaching those in marginalized and hard-to-access areas, thus creating sustainable improvements in public health outcomes across Africa.
Constance: To achieve universal health coverage, more efforts need to be put in place to address existing gender barriers in child immunization (Vidal Fuertes C et al, 2022). Studies have shown that increasing gender equity and empowering women have the potential to improve global childhood vaccination rates. In addition, studies have also shown that maternal education is significantly associated with immunization coverage for women and their children. Women with a significant level of education are more likely to understand the immunization routines and read cards better compared to their uneducated counterparts. Limited literacy levels may also diminish the ability of women to appreciate the importance of multiple vaccination visits. (Arsenault C et al, 2017)
Women in STEM: Advancing Clinical Research as a Path to Sustainable Development
Women are transforming clinical research, bringing empathy, inclusivity, and innovation at the forefront of global health leadership. This is vital to achieving the United Nations’ 2030 Agenda for Sustainable Development, particularly in advancing good health and well-being (SDG 3), gender equality (SDG 5), and innovation (SDG 9).
In marking the International Day of Women and Girls in Science; we caught up with Dr. Fridah Mwendia, Market Development Specialist for Africa at IQVIA and WomenLift Health’s 2024 East Africa cohort member, who in this blog article shares insights on how women in clinical research are driving gender-responsive interventions, enhancing equal access to healthcare, and pushing for innovative pathways that benefit communities.
What has been your journey to becoming a leader in market development for clinical research in Africa
My journey into clinical research wasn’t a straight path—it has been a mix of curiosity, resilience, and an unwavering belief that Africa is more than just a participant in global health—it’s a leader in the making. From my early days in clinical research, I started my career asking tough questions: Why are certain populations underrepresented in trials? Why do life-saving treatments take so long to reach Africa? These questions led me to incredible opportunities, and over time I’ve been able to bridge global expertise with local needs, driving clinical trial and innovation across the continent. It’s been a process of utter learning, unlearning, and making sure clinical trials in Africa are sustainable, equitable, and truly representative. Every day, I get to bring people together—sponsors, researchers, and policymakers—to rethink what’s possible.
How do women in clinical research contribute to the UN’s 2030 Agenda for Sustainable Development?
Women and girls bring to the fore a unique lens to science—one that prioritizes empathy, inclusivity, and community-driven solutions. The UN’s 2030 agenda and the Africa 2063 agenda emphasize good health, gender equality, and innovation—three areas where women in science are already making great progress. Whether it’s leading vaccine research, advocating for more inclusive study designs, or ensuring that indigenous and rural communities aren’t left behind, women have been crucial in clinical research, ensuring that solutions meet the actual requirements of many populations, therefore increasing the sustainability and influence of science.
In what ways can women leaders employ AI and machine learning in clinical research?
Artificial intelligence and machine learning aren’t just buzzwords; these are set to revolutionize clinical research in ways we’ve only begun to imagine. For example, AI is transforming the discovery, testing, and delivery of medicines by anticipating disease outbreaks, personalizing therapies, and automating trial processes. However, technology’s efficacy is contingent upon the individuals who influence its development. The absence of women’s active involvement in AI-driven research and trial processes poses a risk of creating systems that overlook, misrepresent, or amplify biases in healthcare. AI is changing the rules of the game, but it’s up to us to make sure it changes them for the better.
In what ways can clinical research, particularly in the areas of vaccines and public health, create more job opportunities for women?
Vaccines and public health are where science meets society, making them powerful career paths for women who want to lead change in global health, not just study it. Whether it’s driving vaccine equity, strengthening pandemic preparedness, or designing community-centered trials, women present a distinctive ability to blend data with empathy—something the world needs now more than ever. But opportunity doesn’t just happen; it must be created. We need more funding for women-led research, more leadership programs targeting women in STEM, and more women sitting at the policy and decision-making tables to make policies that empower women to thrive in these fields.
How have women-led initiatives contributed to driving patient-centered innovation in public health?
When women lead, patients win. Women’s leadership ensures community perspectives are heard, guarantees inclusive research designs, and gives equal access to healthcare solutions a top priority. Take the push for gender-responsive health policies; women leaders in these spaces have made sure that clinical recommendations take into account how diseases impact men and women differently, therefore guiding more tailored treatments. It’s not just about innovation; it’s about impact as well.
What strategies may be implemented to promote women’s advancement into leadership positions within clinical research?
Representation is just the first step; real change happens when we move beyond visibility to deliberate inclusion. Second, we must provide mentorship and sponsorship opportunities—women supporting women. Mentorship is great, but sponsorship is even better. Women need champions in leadership who don’t just offer advice but actively open doors—advocating for promotions, funding research ideas, and ensuring women have a seat at the decision-making table. Finally, allyship matters. Men in leadership positions must recognize that gender equity in clinical research isn’t just a “women’s issue.” It’s about better science, stronger teams, and more impactful research outcomes. At the Clinical Research Society of Kenya, we are building networks where women don’t just find opportunities; they create them. Because when one woman rises, she brings many with her.
How can we amplify the voices of women in clinical research and pharmaceuticals?
Making room and passing the mic. Women in research are doing groundbreaking work, but too often, their contributions are treated as footnotes rather than headlines. That must change. We need to amplify women’s voices at global conferences, in industry publications, on executive boards, and in policymaking circles. This means ensuring more women are keynote speakers, peer reviewers, and recipients of major scientific awards. Media and industry leaders must also step up—highlighting women’s achievements not as “inspirational stories” but as critical advancements in science.
What policy changes are necessary to increase women’s participation in clinical research and global health?
It all starts with institutional commitment—equal pay, parental leave, funding for women-led trials, and gender-responsive research policies. We must move from token inclusion to systemic change, ensuring women aren’t just participating in research but leading it at every level. Systemic change requires systemic action. We can’t rely on goodwill alone—policies must be in place to level the playing field for women in clinical research.
Women in STEM not only contribute to science; we revolutionize it. Through leadership, innovation, or advocacy, we must ensure that clinical research transcends mere discovery to have meaningful impact. As we advocate for enhanced equity, representation, and leadership, one thing is clear—this is just the beginning. I take pride in being a member of our movement, and I can’t wait to see what we achieve next.
Every cancer diagnosis carries a unique story—one of grief, resilience, healing, and love. That’s why a people-centered approach to cancer care, which prioritizes individual needs with compassion and empathy, leads to the best outcomes.
For World Cancer Day 2025, the theme “United by Unique” underscores the importance of putting people at the heart of care. It highlights that each person affected by cancer has distinct needs and experiences that must be recognized in the fight against the disease.
WomenLift Health acknowledges the crucial role of women leaders in shaping global health, particularly in cancer care. Their leadership ensures that policies, research, and care models address the unique needs of cancer patients, advocating for personalized, compassionate treatment.
To mark World Cancer Day, we spoke with our 2024 Leadership Journey Cohort Members, Dr. Angela Kathure Mule (Patient Journey Partner, Roche Kenya Ltd; East Africa) and Bhavana Issar (Founder & CEO, Caregiver Saathi; India), about the importance of centering people in cancer care. Their conversation focused on reimagining health systems to prioritize patient needs and the vital role women leaders play in shaping personalized, compassionate cancer care delivery.
Putting People at the Center of Cancer Care: A Leadership Perspective
Dr. Angela Mule: Putting people at the center of cancer care means being a steadfast advocate for patients, ensuring their voices are consistently heard within the healthcare system. It involves being both curious and empathetic while gaining a deep understanding of the entire cancer care pathway, including screening, diagnosis, treatment, reintegration, palliative, and end-of-life care. It’s about ensuring patients receive the care they need when they need it.
Bhavana Issar: Cancer impacts people in many ways – not just the patient, but also the caregivers, healthcare practitioners, and well-wishers. Its debilitating effects, which are financial, social, and emotional, can sometimes transcend generations. Putting people at the center of cancer care means being compassionate toward the social and emotional implications that can make both the patient and their caregivers vulnerable in ways they may not have the language or comprehension for. It calls for compassion from society, institutions, and governments in building resilient systems that can support patients and their families through the cancer care journey, and often beyond it.
It is also important for caregivers to heal from the aftermath of the journey, regardless of the treatment or cure for the patient.
Reimagining Health Systems for Patient-Centered Cancer Care
Dr. Angela Mule: Healthcare systems must be designed to meet the needs of cancer patients. This starts with investing in health promotion and disease prevention, such as national cancer screening programs, which bring services closer to communities. Integrating cancer screening into primary care can reduce treatment costs and improve early diagnosis, which is more cost-effective and has a higher likelihood of cure. Additionally, ensuring vaccines for preventable cancers reaches every eligible person is key.
We also need to create systems that ensure timely referrals to reduce delays in diagnosis and treatment. Patient-centric care removes delays with seamless referral mechanisms, quickly guiding patients from diagnosis to treatment. Digital tools can support this by enabling access to health records and eliminating the need for repeated costly tests.
The role of healthcare workers is crucial. Primary care workers are often the first point of contact, so it’s essential they receive proper training and are equipped to recognize cancer symptoms. Moreover, health systems must have enough trained workers to meet the population’s needs, requiring investment in specialized oncology training for various healthcare professionals. Health financing is also key—many cancer patients in the Global South face high out-of-pocket costs. Resources must be allocated for equitable and accessible cancer care.
Bhavana Issar: Health and care systems that are compassionate toward all stakeholders in patient-centered care must communicate, educate, and support the patient, caregivers, and the community in appropriate ways. These systems should be capable of responding to emergencies, facilitating illness treatment, acknowledging the mental and emotional impact of the illness, and providing personalized support systems that help patients and families navigate the complexities of cancer care.
The ideal health and care systems strike an optimal balance between human touch and technology, ensuring that healthcare is accessible to everyone, not just those who can afford it. Such systems must be innovative and resourceful enough to overcome barriers related to affordability, accessibility, and ability (including language, digital literacy, and cognitive abilities).
Ultimately, effective health systems should be adaptable and applicable not only to cancer but also to other life-limiting conditions, diseases, and disorders.
The Vital Role of Women Leaders in Advancing Compassionate Cancer Treatment
Dr. Angela Mule: Women leaders contribute diverse perspectives and represent women’s voices in global health decisions. Since women are disproportionately affected by cancer, are often caregivers, and make up a large portion of healthcare workers, their inclusion ensures health systems respond to these unique needs. Empowering women leads to more inclusive patient advocacy, reducing gender-based health disparities and improving outcomes.
Bhavana Issar: Women leaders can understand and leverage feminine leadership traits to build and nurture collaborative, sustainable structures that are non-hierarchical and create space for debate, dialogue, and dissent.
Additionally, we can work to deepen understanding and educate individuals and institutions on what it truly means to be “compassionate” in a meaningful way. A compassionate approach should follow a 4Win model—ensuring a win-win for all parties involved, as well as a win-win in both the short and long term.
Shifting from Statistics to Individuals: Transforming Cancer Care Delivery
Dr. Angela Mule: A key change I would like to see is prioritizing and funding cancer care. Cancer patients often feel overlooked and viewed as burdens rather than as individuals in need of care. There is a misconception that cancer is a death sentence, leading to a lack of investment. I want to see leaders and policymakers commit to funding cancer care adequately.
Cancer isn’t just a statistic—it’s a lived experience. It’s time to invest in cancer care, recognizing its vital impact on individuals, families, communities, and the global economy.
Bhavana Issar: As an advocate for caregivers, one key change that I would like to see in the delivery of cancer care is the adoption and appreciation of a trans-disciplinary approach to systems thinking and problem solving. Such an approach will help us innovate and reimagine healthcare systems that are meaningful and compassionate.
Disclaimer: The opinions expressed here are solely those of the individuals and do not reflect the views or positions of their employers or any affiliated organizations.
“Active male allies can be the harbingers for change in an industry where women, despite representing a large portion of the global health workforce, are significantly underrepresented in decision-making roles. This incongruity is not just a matter of fairness; it is a systemic failure that hampers the effectiveness and inclusivity of health services.” – Liberty Kituu for WomenLift Health, “Role Of Male Allies in Forging Gender Equity in Health Leadership,” Feb 2024
Male allies are men who work with women to promote gender equality and gender equity both in their personal lives and in the workplace. They play a vital role in addressing unconscious biases, challenging harmful stereotypes, and advocating for policies that empower women to lead. Equally critical is the allyship among women, where mentorship, sponsorship, and collective action create networks of support and amplify women’s voices. Allyship is not merely a supportive role; it is a transformational approach to leadership that ensures diverse voices and perspectives are represented.
The World Economic Forum’s Global Gender Gap Report 2024 shows that in global workforce representation and leadership, women are close to occupying 46% of entry-level positions, but they hold less than 25% of C-suite roles. LinkedIn data shows that women’s workforce representation remains below men’s across nearly every industry and economy, with women accounting for 42% of the global workforce and 31.7% of senior leaders.
In the global health field, women comprise the single most under-utilized leadership pool, making up only 25% of leadership despite being 70% of the workforce. Yet research shows that organizations with a more diverse workforce work smarter and drive greater innovations[1]. Evidence also indicates that allyship is a cornerstone for creating more inclusive and equitable leadership structures in global health. When organizations deliberately engage men in gender inclusion programs, 96% of organizations experience progress, compared to just 30% that do not engage men in similar initiatives[2].
Male allies play a crucial role in progressing toward gender parity by:
Challenging stereotypes: Calling out discrimination and being vocal about equal pay to help create a more inclusive culture that values diversity.
Educating themselves: Understanding the nuanced barriers women face, such as the gender pay gap and the scarcity of women in surgical fields.
Intervening: Standing up to sexist behavior in the workplace.
Advocating: Promoting policies that advance equal opportunities and work-life balance. They can also foster mentorship programs and be professional sponsors for women.
Reflecting: Critically considering their own biases and privileges.
Five women leaders from the North America, India, and East Africa cohorts of the WomenLift Health Leadership Journey engaged in conversations with their male colleagues about the challenges of being a male ally in the workplace, strategies for cultivating male allyship, and ways to ensure gender-equitable leadership practices in the global health sector.
In Part 2 of this two-part series, we explore what our colleagues had to say about the challenges of male allyship, what institutions can do to cultivate male allyship, and what they hope to see in the future.
The Challenges of Male Allyship
For male allies, it’s not enough to simply mentor and sponsor women. They must help address the barriers to women seeking that kind of support — and confront other men who don’t support allyship.
Q: What are some reasons you think women hesitate to approach men for mentorship and sponsorship?
John Cape, Chief Program Officer, Global Health Corps (North America):I imagine there are myriad reasons, but the question I think might be more important is: How can men make it easier for women to approach them for mentorship and support? Or better yet, how can women andmen form more mutually beneficial relationships? The strongest relationships I have with women include two-way mentorship and championship. We support each other because we believe in each other’s values and potential. We each benefit from our differences in perspective, expertise, information, and resources.
Srinivas Tadepally, CFO, Bharat Biotech International Limited (India): The hesitation of women to approach men is more of a social reason. Mentorship [requires the] dedication of time of male colleagues. Sometimes, a mentorship can be wrongly interpreted as a romantic relationship [in India]. This is a social issue that requires more acceptance of this type of professional relationship. This depends on social surroundings, area, country, and place of work. This societal bias can be reduced by having a higher ratio of men and women at the workplace.
Chris Collins, President & CEO, Friends of the Global Fight Against AIDS, TB and Malaria (North America): Unfortunately, many times, women are overlooked simply because they are women. This lack of recognition is a significant issue that we all need to address. It’s obviously wrong and something we must actively work against. Although I am not a woman, I can imagine that many women feel hesitant because they are unsure of the reception they will receive. Our society often holds the belief that women shouldn’t be as ambitious, outspoken, or opinionated as men, which is a major societal problem. This mindset can lead to reluctance among women to assert themselves due to concerns about how they will be perceived. We often see this dynamic in politics, where ambitious and assertive women are negatively labeled, while men exhibiting the same traits are praised for their competence and leadership. This double standard undoubtedly affects women, making them cautious about putting themselves forward. We need to work towards creating an environment where women feel confident and supported in expressing their ambitions and opinions, free from biased judgments.
Sreenivasan Kallam, ex-supervisor and a public health professional with expertise in MEAL (India): Mentorship in the development sector is often treated casually, lacking structured procedures or institutional requirements. To address this, mentorship should be a formal, structured, and compulsory activity within organizations, with performance evaluations of leadership including mentorship scores. Most women in organizations do not make formal requests for mentorship, leading leaders to take on the role of protecting and safeguarding women. Teams often view managers as predators focused on extracting work from them rather than as sources of knowledge, learning, and mentorship.
Q: How do you address other men who are not allies and in fact can actively work against women (derail/harass/etc.)? Do you feel men get pigeonholed/labeled as “the man who is always advocating for women” or see any other risk or penalty associated with allyship?
Emmanuel Lamptey, Senior Project Director, IREX (North America):There are two general strategies I have employed. First, I actively disassociate myself from other men who I think are consciously working against women for whatever reasons. In some specific cases, I work around them (particularly when they are either at a similar level or below me). When I sense there is unconscious bias, I will diplomatically point out how their actions or decisions may adversely affect female colleagues/staff and suggest considering a different approach. For example, once, a colleague suggested giving an opportunity to a male team member to travel for a one-week conference because they thought that in offering it to his female team member, she would now have to worry about childcare options for that week, and [they] didn’t want to overburden her. The person thought they were being helpful by not giving their colleague [the] headache [of] finding care for her young children— [and not giving that colleague this opportunity]. [My suggestion was that because] she had worked on the same presentation, we [should] give her the right of first refusal.
Prof. LukoyeAtwoli, Dean, Aga Khan University Medical College (East Africa): I am privileged to occupy a space where I have certain freedoms allowing me to speak freely advocating for women without ulterior motives being inferred. So how do I address other men?
A) Show them how the organization will benefit from diversity.
B) Express myself, saying what I think about advocating for women as I sit in a position that men will listen to.
C) Identify women who are assets and present them as counterarguments [to any opposition].
D) Present capable women that absolutely discount the “risk” of having women on board.
E) Do not confront the men directly, as this only makes them defensive — and then they agree with you in public but continue to sabotage the women in the background.
F) I have done interviews where [the] top candidate [is] a man and second a woman. I have asked that we then make the woman the deputy or we hire the woman to enhance diversity; if the hiring team says she is inexperienced, then I ask that we help her grow in the role.
Rushabh Hemani, WASH Specialist, UNICEF Rajasthan (India):During my two-decades long professional association with UNICEF in India in progressive responsibilities, I have not come across any situation [with] other men not coming across as allies and working against women. I would credit UNICEF as an organization to provide equal work opportunities and inclusive policies as well as a focus on gender transformative work initiated in a structured way since 2018.By and large in the development sector and particularly in UNICEF (UN system), based on my experience so far, I don’t feel men get labeled as “the man who is always advocating for women.” However, the same may not be true for other sectors, particularly the corporate world, which is extremely competitive and demanding.
M K Padmakumar, Chief Operating Officer at IPE Global (India):I personally have not come across such situations, [possibly] because of the sector I am working in. It is not about whether men who are advocating for women will be labeled but will they be able to influence those who do not think it is important. Many of those who are not pro to women leadership will work silently to sabotage such a situation: They will make a business case for why men are more suited.
Institutional Changes to Encourage Male Allyship
The efforts of individual male allies are amplified when organizations develop strategies and policies that support women’s leadership and encourage more men to become allies.
Q: What strategies can organizations take to cultivate male allyship?
Dr. Simon Kigondu, President, Kenya Medical Association, Consultant Obstetrician and Gynecologist (East Africa): Organizations can encourage active participation of women in leadership. They can also amplify positive contributions of women within their organizations and documented policies that ensure gender equity in all aspects of work.
Chris Collins, President & CEO, Friends of the Global Fight Against AIDS, TB and Malaria (North America): I would like to see more visible programs that promote women in leadership, particularly ones that are accessible without fees. It’simportant to create more opportunities for leadership retreats that include both women and men, allowing them to exchange ideas and discuss how to create meaningful change. This conversation needs to be more prominent, because sexism, which affects more than half the world’s population, is often the least discussed among social inequities. We must address all the “isms” and inequities that hinder women’s progress as leaders. While other forms of discrimination are equally valid and important [to address], sexism remains a significant barrier. As a society, we need to confront double standards regarding women’s voices, leadership, and pay. Organizations should do much more to create an enabling environment for women leaders. Incorporating the recognition and promotion of women as leaders into our understanding of good management and training is essential. We need to keep raising this issue. Employers should integrate this focus into their hiring practices, staff development, and leadership opportunities. It’s crucial for employers to regularly evaluate their performance concerning women in leadership, staff composition, and the opportunities they provide for women. Employers must continuously ask themselves: How are we doing in terms of women in leadership and women on staff? What opportunities are we giving to women? Where are the deficits, and what actions are we taking to address them? This is every employer’s responsibility.
Q: Would you suggest any institutional policies that ensure gender equity in hiring, salary, promotions etc., so men do not get to misuse their power by virtue of biased policy environment?
M K Padmakumar, Chief Operating Officer at IPE Global (India):I think we now have a policy environment that is gender neutral for hiring, salary, and promotions. The key is to change the mindset of those who are hiring and deciding on promotions. There must be a fiscal incentive for businesses to hire more and more women. Why doesn’t the government introduce a 1 or 2% tax rebate on businesses with more than 50% women leadership or women employees? Also, businesses must have targeted leadership development programs for women employees to help them navigate through office politics, interviews, representation, etc.
Rushabh Hemani, WASH Specialist, UNICEF Rajasthan (India): UNICEF has a very strong gender policy, which is reviewed and strengthened depending on the emerging context. There have been significant changes to have diversity and inclusion and also looking at gender beyond binary classification. All staff and extended team, including consultants and partners, have been trained on key aspects of gender mainstreaming and moving from gender blind to gender sensitive, responsive and transformative in a phased manner.
Q: Research shows that mid-career men might view leadership advancement as a win-lose scenario. How can we make relationships between men and women at similar career stages more collaborative and solidarity driven? (e.g., men feel in competition with women for limited leadership positions)
Sreenivasan Kallam, ex-supervisor and a public health professional with expertise in MEAL (India):
Work culture in India has to change for true gender equality to be achieved. Fixed working hours need to be enforced. Due to the culture of unlimited work hours, men tend to clock in more hours compared to women. Quality of work is not a key measurement parameter in most workplaces.Women often deliver better quality outputs in fewer hours compared to men. However, since men have the luxury of staying back after designated working hours, they are often perceived as more hardworking and tend to gain leadership positions earlier than women. Human Resource teams need to be educated and trained to measure the quality of work, ensuring that merit, not just time spent, is the basis for advancement.
Looking into the Future: What Does Equitable Leadership in Health Look Like?
Rabih Torbay, CEO, Project HOPE (North America): We all need to be better allies. I am still learning how to be a better one each day.No playbook [or] manual is given to any leader on how to be a great ally, but we should all strive to be better allies, learn from our experiences, and keep pushing forward! I believe that mentorship plays a critical role in being a better ally, and this is a tool that is really undervalued and under-utilized by many leaders!
Sometimes leaders don’t want to challenge the status quo: If it is not broken, don’t fix it. This is wrong. Just because we don’t see the “break” doesn’t mean it isn’t broken. Not capitalizing on everyone’s potential and creating opportunities is an indication of a broken system. We need to challenge the status quo and rattle some cages. We need to challenge organizational norms and practices that could hinder women’s progress, even if that makes men uncomfortable. We need to use our professional networks and expose women to opportunities that can support them in ascending to leadership positions, even if it is with a different organization. Finally, we need to be vocal and loud [about being better allies]!
Chris Collins, President & CEO, Friends of the Global Fight Against AIDS, TB and Malaria (North America): I believe a better future is one where men and women lead together. Diversity in all its forms is essential, and having a balance of men and women in leadership roles is crucial. This isn’t about one kind of person being better than another: It’s about fostering diversity and equality and bringing different experiences to the table, especially in fields like global health. Women are vital healthcare partners, both as recipients and providers, making their presence in leadership indispensable. From the boardroom to the executive office [to the ranks of] community healthcare workers, women must hold leadership positions at every level. This will ensure a more effective and equitable approach to leadership in global health.In the United States, we are making progress, but there is still much work to be done. HR offices must remind all employees to respect women as leaders and value their opinions. Leaders and HR departments must consistently emphasize messages of equity and inclusion, particularly for women and communities of color. Globally, many communities face even more severe challenges, where women are often treated terribly. We need changes in laws, policies, and cultural attitudes to address these issues. In conclusion, more women in leadership roles will lead to a more just and effective global health system. This is my opinion, and it’s a crucial step towards a better future.
Prof. LukoyeAtwoli, Dean, Aga Khan University Medical College (East Africa):Organizations should cultivate a culture that recognizes and supports collaboration in diverse teams so that men don’t see women as competing for scarce positions but as collaborators working towards a common organization goal. The emphasis should be that diverse teams are suitable for the organization [and that] men and women achieve more together than in homogeneous groups or teams. A regular review of hiring and [employment] practices should be common to ensure [there is] no systematic discrimination against women in the workplace.
John Cape, Chief Program Officer, Global Health Corps (North America):I think we can do a better job aligning on shared values and vision. Gender equity isn’t [only] a women’s issue. Misogyny has an insidious and deleterious impact on men’s health, spirituality, and wellbeing, too. I think we — men, especially — can lose track of that. It’s important to acknowledge and articulate our vision for a world where we can all flourish, which can’t be realized without gender equity.
Sreenivasan Kallam, ex-supervisor and a public health professional with expertise in MEAL (India): I have been fortunate to work in organizations where men and women lead together. In such environments, the difference in leadership and their roles was not so apparent. Men tend to do a lot of work-related travel compared to women, often gaining more knowledge of ground conditions. As a result, decisions made by men can sometimes seem more realistic compared to those made by women, who may not visit the field as frequently. However, I have also seen women leaders who are well connected to the ground and excel in decision-making. To see a new future, organizations need policy and compliance checks to support equal opportunities and promote a culture of shared leadership and mutual respect.
A Ripple Effect
From these reflections, there is a shared belief among these male allies that women count, and men who are truly passionate about being allies need to be allies all the time, particularly in moments when decisions are being made. A key part of male allyship is integrating it as part of how men see the world so they use their respective platforms to drive change. A famous proverb states, “small drops make an ocean.” If more men work toward cultivating an attitude of allyship, this will create a ripple effect that drives true commitment toward gender equity in global health leadership.
Appreciation to the following WomenLift Health members for collating this piece:
“Active male allies can be the harbingers for change in an industry where women, despite representing a large portion of the global health workforce, are significantly underrepresented in decision-making roles. This incongruity is not just a matter of fairness; it is a systemic failure that hampers the effectiveness and inclusivity of health services.” – Liberty Kituu for WomenLift Health, “Role Of Male Allies in Forging Gender Equity in Health Leadership,” Feb 2024
Male allies are men who work with women to promote gender equality and gender equity both in their personal lives and in the workplace. They play a vital role in addressing unconscious biases, challenging harmful stereotypes, and advocating for policies that empower women to lead. Equally critical is the allyship among women, where mentorship, sponsorship, and collective action create networks of support and amplify women’s voices. Allyship is not merely a supportive role; it is a transformational approach to leadership that ensures diverse voices and perspectives are represented.
The World Economic Forum’s Global Gender Gap Report 2024 shows that in global workforce representation and leadership, women are close to occupying 46% of entry-level positions, but they hold less than 25% of C-suite roles. LinkedIn data shows that women’s workforce representation remains below men’s across nearly every industry and economy, with women accounting for 42% of the global workforce and 31.7% of senior leaders.
In the global health field, women comprise the single most under-utilized leadership pool, making up only 25% of leadership despite being 70% of the workforce. Yet research shows that organizations with a more diverse workforce work smarter and drive greater innovations[1]. Evidence also indicates that allyship is a cornerstone for creating more inclusive and equitable leadership structures in global health. When organizations deliberately engage men in gender inclusion programs, 96% of organizations experience progress, compared to just 30% that do not engage men in similar initiatives[2].
Male allies play a crucial role in progressing toward gender parity by:
Challenging stereotypes: Calling out discrimination and being vocal about equal pay to help create a more inclusive culture that values diversity.
Educating themselves: Understanding the nuanced barriers women face, such as the gender pay gap and the scarcity of women in surgical fields.
Intervening: Standing up to sexist behavior in the workplace.
Advocating: Promoting policies that advance equal opportunities and work-life balance. They can also foster mentorship programs and be professional sponsors for women.
Reflecting: Critically considering their own biases and privileges.
Five women leaders from the North America, India, and East Africa cohorts of the WomenLift Health Leadership Journey engaged in conversations with their male colleagues about the challenges of being a male ally in the workplace, strategies for cultivating male allyship, and ways to ensure gender-equitable leadership practices in the global health sector.
In Part 1 of this two-part series, we explore what these colleagues had to say about becoming a male ally and strategies for encouraging other men to be allies. In Part 2, we’ll share what they told us about the challenges for male allies, strategies for institutions to cultivate male allyship, and what they think the future could look like.
Becoming an Ally
Men begin to identify themselves as allies for a variety of reasons, including an experience with a specific woman colleague, a realization of the business value of allyship, or a sense of morality. When they do, they may find that their decisions as leaders change — or that the change is more in attitude.
Q: What sparked your interest in becoming a male ally?
M K Padmakumar, Chief Operating Officer at IPE Global (India): As COO of IPE Global, I have been trying to raise the representation of women in leadership positions within the organization. Having more women at senior leadership positions in the organization not only makes business sense but also attracts more women to join our organization. Our efforts have met with mixed results. The reasons are many: difficulty in finding the right candidate; limited pool of people available; and lack of enough targeted initiatives to help women colleagues to build their leadership skills, etc. However, it is important to keep raising the issue at all forums. Men have added responsibility because they occupy most powerful positions and have the voice to push for more women representation at senior roles. Having reached leadership positions, they can support, coach, and mentor women to navigate through the complex journey to leadership roles. I am personally committed to this and doing my best to support women to move up the ladder.
Rushabh Hemani, WASH Specialist, UNICEF Rajasthan (India): Priyanka Sharma is an accomplished development professional based in Jaipur, India. We worked together closely between 2018-2019 as a part of the WASH team in UNICEF Rajasthan State Office, India Country Office based at Jaipur. She was working as a state consultant in the WASH team that I have been leading since 2015. She was the only female consultant in a team of seven members, including five consultants. Priyanka demonstrated leadership and managerial skills based on her exposure and past work experience, since the time of her joining. She was able to initiate and lead key WASH issues by working closely with the government system, partners, and communities with great ease and limited oversight support. This provided an opportunity to play a role of male ally as a leader of the team by providing space to grow professionally and ensure that the extended WASH team supervised by me feels included and opens up for women leadership. This was also a journey of learning and adapting to the situation.
Q: What did you find yourself doing differently or the same as a male ally? What outcomes were you hoping to achieve in engaging in allyship?
Emmanuel Lamptey, Senior Project Director, IREX (North America): Honestly, this question forced me to think and analyze why or what I hoped to achieve in engaging in allyship. The initial, some might say cliché, answer (though it was the truth) was because it is the right thing to do. But as I pondered this more, I came to realize that on one hand, this was influenced by my own experiences with mentors (ironically female and white) who went out of their way to help me grow, recognizing the dearth in the representation of Black/African men in the development space. Having been in my field this long, I know that women (and minority/Black) face more barriers than their male colleagues. With a young daughter who I know will likely face similar barriers, I honestly believe that if through my small efforts we’re collectively helping to break down barriers now, then, hopefully, the playing field for her is more level.
Dr. Simon Kigondu, President, Kenya Medical Association, Consultant Obstetrician and Gynecologist (East Africa): I have asked women with potential leadership qualities to take up top positions in the association. In the past, I have thrown women into the “deep end” of leadership. Women have a different way of approaching issues, and their presence has a calming effect on situations where many men are in leadership. [I have found that] men tend to be combative while women are more methodical and calming.
Strategies for Cultivating Male Allies
In addition to supporting women, a crucial role for male allies is to work with other men to create more allies.
Q: What strategies can men and women take within their organizations to cultivate male allyship?
Rabih Torbay, CEO, Project HOPE (North America): Male allyship is critical in a workplace to identify and support women in leadership positions. One of the most important steps is to create a formal mentorship program that pairs male leaders with high-potential female employees. There are also certain prerequisites to enable this allyship, including creating a safe space for open discussions about gender issues, educating the organization about unconscious gender bias and gender equity, participating in women-identifying or women-related employee resource groups, and fostering a culture of inclusivity.
Dr. Anant Bhan, Lead, Sangath Bhopal (India): Creating platforms, opportunities, and focused groups that allow for open discussion [and] focus on reform [is important], [as well as] developing support mechanisms for women professionals. Conversations, awareness, and involvement of existing male allies who believe in the need for supportive and enabling environments for women professionals are needed to reach more colleagues and make them allies in gender transformative reform in institutions. Positive reinforcement [and] recognition for such efforts will also help promote such initiatives. Male allies, existing and prospective, need to be seen as trusted, supportive colleagues [so that] women who might be facing constraints can reach out and [involve them] in addressing bottlenecks.
Sreenivasan Kallam, ex-supervisor and a public health professional with expertise in MEAL (India): Equality as fellow human beings should be the foundation for engaging men as allies. We tend to create a forced gender disparity when discussing women’s empowerment, often projecting it as a feminist approach. By focusing on equality and shared humanity, we can more effectively engage men in allyship relationships.
Meaningful change to existing power imbalances requires concrete actions within institutions, including recognizing the importance of engaging male allies and actively working to address barriers that women face in the workplace. In Part 2 of this piece, coming soon, our colleagues will discuss the challenges of male allyship, strategies for institutions to cultivate male allyship, and what they think the future could look like.
Appreciation to the following WomenLift Health members for collating this piece:
The inaugural WomenLift Health East Africa Regional Dialogues brought together women leaders, gender equality champions and allies from across the region to discuss the future of women’s leadership in global health. Under the theme “Equipped to Lead – Centering Allyship and Gender Equality to Transform Global Health Leadership”, the day-long event sought to catalyze action to address the barriers faced by women on their journeys to leadership, and the essential role of allyship in achieving gender equality to transform health systems.
From inspiring keynotes to thought-provoking panels and workshops, the Dialogues were filled with insights from shared experiences, solutions and practical next steps to advance gender equality in health leadership.
We spoke to two alumni of the East Africa Leadership Journey, Stella Mujaya, Public Health Expert, and Mary Josephine Mbidde, Senior Technical Advisor for Malaria at The AIDS Support Organization (TASO), who shared their reflections on the key takeaways from the event.
Read on to explore their take on allyship, authenticity, peer support, and breaking institutional barriers, and discover how they are turning inspiring conversations into meaningful action.
Q: Male allyship was explored in depth in various sessions during the East Africa Regional Dialogues. Has it influenced your leadership journey in any way, and how can it be centered in efforts to transform health leadership in the East African context?
Mary: Male allyship has impacted my leadership journey in several ways. Male allies have actively supported and believed in my abilities; shared their knowledge and offered guidance; given constructive feedback and helped me identify areas for growth. All this has not only boosted my confidence, but also helped me develop essential leadership skills, learn how to navigate challenges, and encouraged me to be assertive in pursuing leadership roles.
Centering male allyship in efforts to transform health leadership is crucial. Apart from advocating for gender equality in health leadership roles and supporting policies and initiatives that encourage the promotion of women to leadership positions, male allies can use their skills and experiences to mentor and sponsor women in health leadership, helping them gain the skills and networks necessary to advance their careers. They can also encourage other men to participate in and promote training on gender equity and diversity to help male leaders understand the challenges faced by their female colleagues and develop strategies to address them.
By actively listening to the experiences and perspectives of women and using their influence to ensure that women are represented in decision-making, male allies can help create work environments where everyone, regardless of gender, can thrive.
Q: Aside from male allyship specifically, what role has allyship in all its forms, from men, women and peers, played in your journey to leadership? How has this experience influenced your own growth as an ally?
Stella: Allyship has been instrumental in shaping my journey to leadership. I am where I am today because of a remarkable woman who believed in me, recognizing potential I couldn’t yet see in myself. Starting my career at the young age of 19 my primary focus was survival, since I had siblings and a father to support.
For nearly a decade, I worked without a clear sense of career direction, until a pivotal shift occurred under the guidance of a female supervisor who fundamentally influenced my growth and vision. She encouraged me, gave me access to opportunities, amplified my voice in rooms I wasn’t sure I belonged in, celebrated me and showed me her vulnerabilities, which created a safe space for me to be more open and authentic.
These simple yet powerful actions inspired a commitment in me to offer the same to others. To hold myself accountable, I even set personal indicators to track how I support and empower women and other colleagues each year.
Q: In what ways did the allyship discussion either validate or reshape your definition of it, and what are the characteristics of a true ally in your opinion?
Stella: Each session was powerful and not only validated but enriched my understanding of allyship, particularly as someone who has personally benefited from it. The defining characteristic of a true ally is intentionality, which is what separates a true ally from a casual supporter.
When an ally is intentional, their commitment goes beyond words. They engage in transformative actions that have lasting impact. Intentional allyship means actively identifying inequalities in the workplace, understanding the needs of others, and most importantly using their influence to open doors and provide growth opportunities. It recognizes that allyship isn’t situational but rather a continuous journey of engagement and advocacy.
Q: What’s your take on allyship and feminism? Do you agree that allyship is feminism in action, and why?
Mary: Feminism looks at women’s rights and equality, focusing on making sure that women have the same rights and opportunities as men with the aim of creating a fair society for everyone, regardless of gender. With allyship, it’s about lifting the voices of everyone who is often overlooked and faced with unfair treatment either due to their gender, race, mental health, or disability, among others.
In circumstances where the focus of allyship is to support feminist goals to promote equality for women in the workplace or society as a whole, it is feminism in action.
Q: One of the insights from the East Africa Regional Dialogues was that harmful narratives such as “women are their own worst enemies” negatively affect the way we interact with each other, both in and out of professional settings. In which ways can women reframe this narrative and uplift each other?
Mary: Reframing this narrative requires us to have open communication about our challenges and experiences within the workplace, which can foster understanding and solidarity.
Celebrating successes together, instead of viewing each other’s achievements as competition, can foster a culture of support and inspire others. Actively mentoring others and sharing knowledge and opportunities to help each other grow professionally and personally, as well as having each other’s backs can also create stronger bonds between women in the workplace.
I have had a fellow woman manager stand up for me when a male manager made an insensitive comment towards me. That show of sisterhood resulted in the man apologizing for the comment he made.
Q: What skills can women build to manage conflict dynamics and emerge as authentic, impactful leaders?
Stella: Conflict can lead to valuable outcomes. But to arrive at these outcomes, women need to cultivate key skills to help them navigate conflict effectively, emerge as authentic leaders and create positive change within their organizations. These include observation and awareness, empathy, active listening, assertiveness, negotiation and networking skills.
By developing this skill set women leaders can emerge as authentic and impactful leaders who are able to sense and de-escalate conflict; understand the emotions and experiences of others; confidently express their views and share ideas; negotiate with others to arrive at win-win solutions and cultivate strong networks of allies who can open doors and provide support during challenging times.
Q: Can women leaders maintain authenticity and stay true to their values?
Mary: Absolutely. We are all unique, with different personalities, and there are various approaches to leadership that we can adopt based on who we are and our values, without copying leadership styles commonly associated with male leadership.
Having open communication about your leadership style can help build trust among colleagues and teams. Sharing your values from the onset, staying committed to them and leaning on them to guide you through challenges can also strengthen your leadership position and keep you accountable even when external forces try to pressure you to conform to what we do not believe.
I would encourage women leaders to lead by example, demonstrate integrity and authenticity, build support networks to connect to other women leaders and remain aligned with their values. These actions can influence workplace culture and empower other women in their own journeys to leadership.
Q: Acknowledging the inseparable link between women’s representation in health leadership and health outcomes, how do you see women leaders shaping the future of health systems to achieve the ambitious goals of universal health coverage?
Stella: Women leaders play a critical role in shaping the future of health systems and achieving the ambitious goals of universal health coverage. Drawing from my own experiences, I recognize the profound impact that women can have in leadership roles, particularly in the health sector.
Starting my journey at a young age, I took on a parentified role at 19, balancing responsibilities, and later as a wife and mother of four. This experience has endowed me with a wealth of transferable skills that are vital for inclusive leadership.
Women often bring a unique and compassionate perspective often rooted in their roles/experiences as caregivers and nurturers. This background allows us to approach health challenges with empathy and understanding, especially when addressing the needs of marginalized communities. Second, women leaders have firsthand insight into the barriers these communities face, enabling them to adopt holistic strategies that enhance accessibility and improve the quality of care.
Women leaders bring a unique and compassionate approach that is essential for achieving universal health coverage.
Q: What’s your biggest takeaway from the East Africa Regional Dialogues, and how will you apply it in your work and spaces of influence?
Stella: The event served as a powerful reminder of the responsibility we share to champion equality in health leadership. One of my biggest takeaways was the need to shift the narrative surrounding women’s roles in leadership. Traditionally, women have been seen as caregivers, but the event demonstrated the gradual but inspiring change to amplify women’s role as leaders, and the role we can all play in changing the narrative.
Another key insight was the importance of recognizing our privilege as leaders, and to use our positions of power to uplift others. I was also reaffirmed in my belief in the collective power of allyship to break down barriers in global health. As someone who has personally benefited from the support of allies, I left the dialogues feeling inspired to channel the energy and insights gained from our discussions into my work, including investing time in mentoring and supporting emerging leaders, creating opportunities for underrepresented voices in health discussions, and last leveraging my power in advocating for policies that promotes gender equality and health access.
Mary: My biggest takeaways were around allyship and the importance of seeking allies who can support your growth journey while at the same time being an ally yourself and helping to build networks of allies.
I learned the importance of identifying and reaching out to colleagues or peers who share similar goals or experiences; building relationships with allies by engaging in open conversations and creating a foundation of trust and collaboration, and creating a support network to share challenges, exchange feedback, and celebrate successes.
Q: What advice would you give to young women leaders on the importance of surrounding themselves with male, peer and senior women allies?
Mary: Surrounding yourself with allies can expose you to invaluable experiences and enrich your leadership skills. Allies can also provide new opportunities, collaborations, and resources to build networks, from mentorship and strategies for navigating challenges in leadership, to boosting confidence and encouraging young women to take on leadership roles.
Q: What advice would you give to young women leaders on the importance of building strong networks and leaning into their communities to advance their careers and make the experience of leadership less lonely?
Stella: As I was growing up, I viewed the great women leaders around me as super women, almost untouchable in their strength and resilience. Over time, though, I realized they were human beings facing struggles, setbacks, and moments of doubt, just like everyone else. This shifted my perspective: rather than feeling intimidated, I began to approach them, observe their methods, and learn from their journeys.
To young women leaders, I’d say when getting a chance, don’t hesitate to reach out, build relationships, and lean into these communities. Engaging with mentors and peers will not only enrich your leadership path but also provide a supportive refuge in challenging times. These connections transform the leadership experience into a shared journey, making it far less isolating.
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To watch the sessions from the East Africa Regional Dialogues, please visit our YouTube page or website.
You can also keep the online conversation going by using the hashtag #EADialogues2024 when sharing your own thoughts on this crucial topic.