By Dr. Hanif Kanjer, Rustomjee Cambridge International School and Junior College, May 2018
Over the years, I’ve had the privilege of working with some outstanding women—bosses, peers, and mentees—who have left a deep impression on me through their competence, character, and clarity of thought. These are women I admire, respect, and continue to learn from.
Today, I also have the honour of mentoring several women leaders. They lead by example, take accountability, and never seek special treatment for the positions they hold. They’ve earned their stripes the same way any leader should—through results, resilience, and relentless effort.
There’s a growing narrative around representation that sometimes misses an uncomfortable, yet essential, truth: a seat at the table must be earned—not reserved. And that seat should go to the most competent person for the job—irrespective of gender.
This isn’t a statement against inclusion. It’s a stand for merit.
Yes, gender bias exists in many forms, and it must be called out and corrected. If a woman is denied a role because of assumptions about her household responsibilities or family commitments, that’s unequivocally wrong. Great organisations evaluate people on competence and commitment, not on outdated stereotypes.
We often hear that women are underrepresented in top leadership roles. That’s true. But what we don’t talk about enough is this: for every woman who doesn’t make it to the top, there are hundreds of men who don’t either.
Career trajectories are shaped by many factors—skill, timing, mentorship, opportunity, and yes, personal priorities. When individuals (women or men) choose to prioritise family or take career breaks, it’s a valid and respectable decision. But every choice has trade-offs, and those trade-offs affect outcomes. That’s not discrimination—that’s reality.
Look around, and you’ll find countless examples of women who lead with conviction. They’re driving businesses, building institutions, mentoring teams, and making difficult decisions daily.
And let’s be clear: they didn’t get where they are because of quotas, favors, or tokenism. They rose because of their:
Passion
Grit
Skill
And unshakeable commitment to excellence
The same qualities that most successful men would cite when asked about their own journey.
I’m all for inclusion. I’m all for diversity. But I’m also strongly for merit. In a true meritocracy, there should be no space for reservation—not for men, not for women.
Let’s celebrate leaders not because of the boxes they check, but because of the value they bring. Gender can be a lens—but it should never be the criteria.
Dr Hanif Kanjer
Mentor | Leadership Coach | Founder | Rustomjee Cambridge International School & Junior College