WiLAT Malaysia: FROM THE DESK OF THE CHAIRPERSON WiLAT MALAYSIA

Women’s Involvement in the Next 10–30 Years: Confronting the Risk of Gender Imbalance

By: Dr Nor Fyadzillah Mohd Taha CMILT

As Chairperson of Women in Logistics and Transport (WiLAT) Malaysia, I write this reflection with both optimism and urgency. The conversation on women’s participation can no longer be framed around access alone; it must now confront the risk of imbalance—where progress plateaus, reverses, or advances unevenly across sectors, regions, and generations over the next 10 to 30 years.

First, the reality we face. Despite visible gains, women remain under-represented in decision-making, technical leadership, and future-defining roles—particularly in logistics, transport, STEM, and defence-related industries. Automation, AI, and platform economies are reshaping work faster than policy and culture are adapting. Without intentional action, these shifts may unintentionally widen gender gaps—especially for mid-career women, return-to-work mothers, and young women entering male-dominated fields.

Second, the long-term risk. The next decade will decide whether today’s pipelines translate into tomorrow’s leaders. Over 20–30 years, demographic changes, care responsibilities, skills mismatches, and unequal access to digital upskilling could result in a structural imbalance: women clustered in support roles while strategic, high-growth positions skew male. This is not merely a fairness issue—it is a competitiveness issue for nations and industries.

Third, what must change—now.

• Leadership Continuity: Build deliberate pathways from entry to boardroom—mentorship must evolve into sponsorship, with measurable outcomes.

• Future-Ready Skills: Prioritise women’s access to AI, data, automation, cybersecurity, and systems engineering—early and continuously.

• Policy with Teeth: Flexible work, transparent promotion criteria, and pay equity audits must be standard, not optional.

• Male Allyship: Gender balance is a shared responsibility; inclusive leadership cultures outperform isolated initiatives.

• Intergenerational Focus: Engage girls early, retain women mid-career, and value senior women’s experience—no stage can be neglected.

Finally, our commitment. At WiLAT Malaysia, we believe the next 10–30 years must be shaped by intentional inclusion, not hopeful assumptions. Gender balance will not sustain itself; it requires leadership courage, data-driven action, and collective accountability. If we act decisively today, the future will reflect balance by design—not imbalance by default. — Chairperson, WiLAT Malaysia