From 1999 to Now: Why We Can’t Wait 26 More Years for Women’s Equality
In 1999, I was in high school, burning mix CDs on the family computer and calling friends on a landline with a cord that barely reached the kitchen counter. Friday nights meant a trip to Blockbuster, praying they hadn’t rented out the last copy of 10 Things I Hate About You. If you wanted to get online, you listened to the screech of dial-up and hoped no one picked up the phone in the middle of it.
The world felt modern then, but looking back, it’s astonishing how much has changed in 26 years.
Today, we stream entire movie libraries on demand. My phone holds more computing power than the desktop I once shared with my siblings. Maps reroute us in real time, and “waiting for the internet to load” is something my kids will never understand.
That’s the power of 26 years. Entire industries have risen and fallen. Technology has reinvented how we live, work, and connect.
And yet, according to Grant Thornton’s Women in Business 2025 report, it will take another 26 years — until 2051 — before women achieve equal representation in senior leadership.
Think about that. We’ve gone from Blockbuster to streaming in less than a generation, but equality in leadership is still treated as something we have to wait for. Equality in senior leadership isn’t forecasted for another 26 years, the same distance between today and 1999. That’s too long to wait, especially when balanced leadership has a direct impact on business growth.
As a marketing leader and founder, I believe equality in marketing leadership isn’t just a moral issue. It’s a growth issue. And for founders building companies today, it can mean the difference between flatlining and scaling.
Here’s why.
1. Balanced Leadership Wins
In many leadership rooms, I’ve noticed a difference in how authority is granted. Men are often assumed to “own the room,” while women in similar positions are expected to prove themselves again and again. On top of that, women are more likely to quietly take on extra tasks, stretching themselves across a million priorities instead of being recognized for the strategic value they bring.
Balanced leadership matters because it levels those dynamics. When authority and workload are shared with respect, marketing leaders can step fully into their role as leaders, not just executors. For founders, that’s when the real benefits show up: clarity, focus, and strategies that actually move the needle.
2. Representation builds trust
I’ve sat in meetings where the leadership team looked nothing like the customers we were trying to reach. And you could feel the gap. Messaging didn’t quite land, and campaigns missed the mark.
Representation isn’t just optics, it builds trust. Customers and buyers connect faster with companies that look like the markets they serve. When women are part of leadership, strategies reflect a broader perspective, and trust follows. That trust is what drives conversion and loyalty, both in B2B and B2C.
3. Diverse leaders expand your growth lens
Early in my career, the growth “playbook” was limited: trade shows, print ads, and press releases. Even now, I see companies run the same handful of tactics over and over, hoping for different results.
When leadership is balanced, the growth lens widens. Women leaders often bring perspectives that balance the short-term plays with long-term brand building, customer loyalty, and equity-building strategies. The companies I’ve seen succeed are the ones willing to expand beyond the obvious, because growth today requires more than a single track.
4. Investors are watching
I’ve been part of conversations with investors where they didn’t just ask about product or revenue, they asked about the team. Who’s leading growth? Can they scale?
Investors notice when leadership is balanced. Diverse teams not only perform better, they signal resilience. For founders, that means equality isn’t just about values, it’s about demonstrating that your company is built for the long game.
5. equality attracts Talent
When I was earlier in my career, I remember looking at leadership teams that didn’t reflect me and wondering if there was a future for me there. I see the same hesitation in younger marketers today.
The best talent looks for signals. If leadership feels accessible and growth roles look attainable, ambitious marketers lean in. If not, they leave. Balanced leadership sends the signal that your company values its people and creates pathways forward. That’s what attracts and retains the kind of talent that builds momentum.
6. inclusion sparks innovation
I’ll never forget the sound of dial-up in 1999. The internet then was clunky and limited. Today it’s unrecognizable, because new voices and new perspectives kept reshaping it.
Innovation in marketing works the same way. The most creative campaigns I’ve led came from rooms where different perspectives collided in the best possible way. Inclusion isn’t just about fairness, it’s about fueling the kind of breakthrough thinking that drives growth.
The bottom line
In the 26 years since 1999, we’ve seen entire industries transform. We’ve gone from Blockbuster to streaming, from dial-up to 5G, from CDs to Spotify. Change can happen fast when we decide it matters.
But equality in senior leadership? That’s still forecasted to take another 26 years. And for founders, that’s not just a social issue , it’s a growth issue.
Balanced leadership drives clarity, builds trust, attracts talent, and sparks innovation. It shows investors you’re ready for the long game. It helps your company stay relevant in markets that change overnight.
We don’t need to wait until 2051. The businesses that will scale most successfully are the ones that choose equality now and reap the benefits in growth, trust, and resilience.
