Why Leadership Parity in Africa Is a Public‑Health Necessity
Since its founding in 2019, the WomenLift Health organisation has worked tirelessly to empower women in public health leadership, with a special emphasis on Africa. The organisation’s aim is to expand the influence of talented women leaders who can implement and advocate for gender‑inclusive health policies.
Liberty Kituu, Senior Communications Manager for East Africa at WomenLift Health, explains: “We have data that really speaks to how women are the majority in the health workforce, but they don’t hold leadership positions, they don’t drive policy, because they don’t sit at the table of influence.”
Despite making up roughly 70% of the global health workforce, women hold only about a quarter of senior leadership roles.
This gap limits the effectiveness of policies and distorts who sets the health agenda. When “men make decisions that impact 90% of frontline health workers,” the results can be uneven.
Empowering Female Healthcare Executives Through Multi‑Level Strategies
WomenLift Health’s strategy targets three levels:
- Individual: building confidence, leadership skills, networks and voice among prospective leaders.
- Institutional: partnering with ministries, hospitals, research institutions and NGOs to change systems and make space for women.
- Societal: using storytelling and advocacy to shift cultural norms around what leadership looks like.
The organisation’s flagship Leadership Journey is a 12‑month programme for mid‑career women working across public health, policy, research and philanthropy. Participants receive mentoring, coaching and peer support, and then move on to influence their organisations at large.
For example, Dr Jacqueline Kitulu progressed from Secretary‑General of the Kenya Medical Association to President of the World Medical Association after the programme — a vivid example of how female healthcare executives can drive change.
Addressing Institutional Bias and Fostering Allyship
Liberty Kituu points out the structural barriers limiting women’s advancement: “We’re living in a very patriarchal society, and we have inherent barriers that have been embedded into our culture and system of work.” These include gender stereotypes and workplace norms that reduce women’s visibility and access.
However, addressing this cannot be women’s work alone. Male allyship is critical. A 2024 evaluation from WomenLift Health highlights male allies as among “the most powerful levers to accelerate gender equality in health leadership” — not just symbolic support, but structural change.
Why Gender‑Inclusive Health Policies Matter
Research underscores the importance of diversity in leadership. A study for the World Health Organization found that while women account for about 70% of the health and social workforce globally, they hold only around 25% of senior roles.
This imbalance undermines system efficiency, equity and effectiveness. According to WomenLift Health, leadership parity isn’t just a matter of fairness — it is essential to designing health systems that work for everyone.
Path Forward: Investing in Leaders and Systems
To close the gap in women in public health leadership, organisations must invest in both women and the systems that govern their advancement. WomenLift Health encourages initiatives that support female healthcare executives in navigating leadership roles, shaping policy and influencing change.
And for broader systemic transformation, we need gender‑inclusive health policies that are enforced, adequately resourced and backed by allies across institutions and nations.
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This story was first reported by WomenLift Health / WHX Insights. Read the full article here.
