Womanhood

Opinion piece by Dr Kim Lamont-Mbawuli

In every profession, there are women who possess remarkable skill, intelligence, and ambition, yet
find the gates to success bolted shut. Despite being competent and capable, they encounter invisible
barriers that hold them back. For women of colour, these gates can be even heavier, guarded not
only by systemic bias but, painfully, sometimes by those who look just like them.
Across sectors, from research and development to academia, from law to business development and
commercialisation, the pattern persists. The ideology of being “the only one” or “the first one” has
too often confined women to solitary pedestals, rather than empowering them to illuminate the
path for others. The notion that there can only be one woman at the top, that success must remain
exclusive, has bred a culture of quiet competition. It has sown the seeds of the so-called queen bee
syndrome, the belief that to be exceptional, one must ensure no one else rises alongside them.
This mindset is more than harmful, it is corrosive. It pits women against each other, feeding a false
narrative that the “cake” of opportunity is too small to share. Yet, talent and brilliance are not finite
resources. Every time a capable woman is excluded, an entire profession loses potential innovation,
creativity, and progress.

For women of colour with a rich tapestry of skills spanning multiple disciplines, the experience of being locked out by those who once faced the same obstacles is especially disheartening. Too many,
have reached for the ladder of opportunity only to see it pulled away just as their first foot step finds its place. The message is often silent but clear: there is room for only one of us here.
But that message must change.
Because one day, the person standing outside that locked gate could be someone’s daughter, sister,
or mentee, someone who deserves not just a fair chance, but an open door. The feeling of exclusion may differ in circumstance, but its pain is universal. And to those who choose to hold the gate closed, let it be known, if you do not open it, we will climb over it.
In this day and age, there is no room for gatekeeping. Recognition should not depend on who you know, but on what you contribute. Let the quality of work, the strength of ideas, and the integrity of
one’s efforts speak louder than connections or others likes or dislikes, at first sight.
To those who have had the ladder pulled up before they could take their first step, know this: there are others watching your perseverance and resilience. They see you rise despite the odds, transforming hardship into strength. Among your colleagues and communities, there are women and men who recognise your potential and will stand beside you as you redefine success. They may not always announce themselves, but they exist, and they are allies in your journey.

To the women of colour who have faced systemic bias, remember that your resilience lights the way
for those who follow. To the academics who battle jealousy and isolation, rise above individualism,
your role is to shape minds and inspire futures. To those in business development and
commercialisation, understand that the storm of exclusion is rooted in fear, but authenticity,
confidence, and curiosity can never be suppressed.

And to those within the legal profession, open the gates wide. The law should be a pillar of justice
and fairness, not a fortress of exclusion. When we make room for diverse voices at the table, we
strengthen the very foundation upon which justice stands.
Impact is not always loud or grand, sometimes it begins in the quiet act of inclusion, in the moment
one woman holds the door open for another.
To every professional in a gated field, your duty is not to preserve exclusivity, but to extend access.
The bar is not meant to be raised beyond reach, but to encourage others to climb higher.
So, unlock the gates. And if you refuse to, know this, the next generation will not wait for your
permission. They will jump over.