WOMEN IN LEADERSHIP: BREAKING BARRIERS IN NEPAL

 

Women in leadership in Nepal have historically faced significant obstacles due to entrenched societal norms, but recent developments show promising progress. To understand the evolution of women in leadership and the ongoing challenges, it’s essential to delve deeper into the cultural, political, and socio-economic dynamics that shape the experiences of women in Nepal.

Cultural and Social Barriers

One of the most persistent challenges for women leaders in Nepal is the deeply ingrained patriarchal culture. Traditionally, Nepali society has placed women in domestic roles, relegating them to the household and limiting their participation in public life. This has long been a barrier to women’s leadership, as leadership in the public sphere—whether in politics, business, or social activism—was historically seen as a male domain.

Cultural norms still dictate that women should be caretakers of the family, and this expectation often extends to women in leadership positions. They are frequently tasked with managing both professional and familial duties, a phenomenon referred to as the "double burden" or "double shift." This creates a significant hurdle for women to advance in their careers, as they must balance societal pressures to fulfill traditional roles while excelling in their leadership positions. The lack of affordable and accessible childcare and the absence of supportive family policies, such as paid maternity leave, only exacerbate these challenges.

Furthermore, many women, especially in rural areas, still face societal discrimination when they step into leadership roles. Cultural traditions, such as the preference for male children and the undervaluation of girls’ education, have long-lasting impacts. Although significant strides have been made in closing the gender gap in education, the societal mindset that favors men in leadership remains strong in many communities. This results in limited encouragement and support for women who aspire to leadership roles.

Political Participation and Leadership

Political reforms have been a critical turning point in improving women's representation in leadership. Nepal’s 2007 Interim Constitution and the subsequent 2015 Constitution are key documents that addressed gender inequality by enshrining provisions for women's participation in politics. The introduction of a 33% quota for women in parliament was a historic move aimed at increasing female political representation. Similarly, during the 2017 local elections, 41% of the seats went to women, marking an unprecedented level of female political participation.

Despite these significant legal advancements, women in politics continue to face unique challenges. Many female politicians find themselves in roles where they are overshadowed by their male counterparts. Even with the mandated quotas, some women feel that they are not taken seriously or that they are tokenized. There is a perception that women are placed in leadership positions to meet legal requirements rather than being seen as capable leaders. Furthermore, once in office, many women find themselves excluded from key decision-making processes, relegated to secondary roles while men dominate more powerful positions.

Moreover, women in politics often experience gendered attacks and scrutiny. Female leaders face criticism not only for their policies or political strategies but for their appearance, personal lives, and behavior—criticism that male politicians rarely encounter. This pervasive sexism creates additional barriers for women, as they must contend with stereotypes and prejudice that undermine their credibility and authority.

Women’s Leadership in Business and Entrepreneurship

In the business sector, women’s leadership is gaining traction, but it remains an uphill battle. Women in Nepal traditionally have had limited access to the resources necessary for business leadership, such as capital, networks, and education. Historically, men have controlled family wealth and property, leaving women dependent on male relatives. However, various initiatives aimed at promoting female entrepreneurship have begun to change this dynamic.

Organizations like the Federation of Women Entrepreneurs’ Associations of Nepal (FWEAN) have played a vital role in supporting women entrepreneurs by providing them with access to finance, training, and mentorship. These efforts have helped women start businesses, especially in small and medium enterprises (SMEs), and empowered them to create jobs in their communities. Women-led businesses are particularly prominent in sectors such as handicrafts, textiles, and agriculture, where traditional skills are harnessed in innovative ways to promote economic independence.

Yet, despite these advances, women entrepreneurs still face several challenges. Gender-based discrimination persists in accessing loans and financial services. Many banks and financial institutions require collateral, typically land or property, which women often do not own. Furthermore, women business leaders face societal pressure to adhere to traditional roles, and their achievements are sometimes undervalued in comparison to their male counterparts. The lack of networking opportunities for women and limited access to larger markets also stymies the growth of women-led businesses.

Education as a Catalyst for Change

Education has been one of the most important factors driving women’s leadership in Nepal. Over the last few decades, Nepal has made significant progress in improving girls’ access to education, which has led to more women entering leadership roles in fields like law, medicine, engineering, journalism, and civil society. The female literacy rate has increased dramatically, and women are now pursuing higher education at rates comparable to men in urban areas.

This educational progress has enabled women to challenge traditional gender roles and aspire to leadership in various sectors. However, there remains a significant urban-rural divide in educational opportunities. In rural areas, girls are still less likely to attend secondary school and higher education, limiting their future career prospects. Additionally, many rural families continue to prioritize boys’ education, perpetuating gender disparities in leadership potential.

Gender-Based Violence and Workplace Challenges

A significant barrier that women leaders face in Nepal is gender-based violence (GBV), both in the workplace and in public life. Sexual harassment, discrimination, and verbal abuse are common issues for women in leadership positions, particularly in male-dominated environments like politics and business. This hostile environment discourages many women from pursuing leadership roles and can force those who do persevere to leave their positions.

Moreover, women leaders often struggle with unequal pay and limited career advancement opportunities. Even when they hold leadership positions, women are often paid less than their male counterparts and are less likely to be promoted to higher levels of management. In both private and public sectors, the gender pay gap remains a significant issue, further contributing to the underrepresentation of women in leadership.

Role Models and Success Stories

Despite these challenges, there are numerous examples of Nepali women breaking through barriers and becoming leaders in their fields. President Bidya Devi Bhandari's election in 2015 was a landmark achievement for women’s political leadership in Nepal. She became the first female president of the country, symbolizing a shift in the perception of women in power. Her leadership, while not without controversy, is a significant step toward normalizing women in top political positions.

Similarly, women like Anuradha Koirala, founder of Maiti Nepal, have garnered international recognition for their leadership in social activism. Koirala’s work in combating human trafficking and supporting survivors of abuse has inspired many other women to pursue leadership in social justice and advocacy.

At the grassroots level, women-led cooperatives and community organizations have empowered rural women to take on leadership roles in their communities. These initiatives have proven successful in breaking down traditional barriers, as women who were once confined to their homes now manage businesses, lead local development projects, and advocate for the rights of their peers.

Conclusion

The journey for women in leadership in Nepal is one marked by both progress and persistent challenges. Legal reforms, educational advancements, and the work of international and local organizations have created new opportunities for women to step into leadership roles across various sectors. However, societal norms, gender-based violence, and unequal access to resources continue to hinder women’s full participation in leadership.

Moving forward, addressing these challenges will require sustained efforts from the government, civil society, and international organizations. Policies that support work-life balance, reduce gender-based violence, and promote equal pay will be critical to ensuring that women can not only assume leadership positions but also thrive in them. Additionally, efforts to close the urban-rural divide in education and opportunities will be crucial in expanding the reach of women’s leadership across all regions of Nepal. Only by tackling these systemic issues can Nepal fully realize the potential of its women leaders and achieve true gender equality.