“Inclusion isn’t a project, it’s a cultural shift”

The Netherlands likes to see itself as a free and tolerant country. But the numbers tell a different story. In the World Economic Forum’s Gender Gap Index 2025, the Netherlands ranks 43rd worldwide, significantly lower than in 2024. How is that possible? And what needs to happen to make real progress? Katherine Kucherenko explored these questions with Emma Lok, Director of Communications and Strategy at WOMEN Inc., in this edition of APG Talks.

“It is without doubt a better time than ever to be a woman”, Lok says. “Women now make up half of the workforce and even form the majority in higher education.” Yet progress remains slow, she notes. “We often think we’re doing well, but the Netherlands is falling behind. That clashes with our self-image.”

According to Lok, the root of the problem is not only policy but also deeply ingrained beliefs. “We still see women as primarily responsible for care and household tasks, and men as breadwinners. That influences salaries, promotions and expectations.” The result: women earn on average 14 percent less than men. And pregnancy discrimination occurs far more often than assumed. “Between 34 and 43 percent of women experience it.”

What needs to happen?
Lok argues for structural change at multiple levels. “Government needs to ensure childcare is affordable and accessible. Introducing pay‑transparency legislation would also help combat unequal pay.” Organisations, she adds, should develop a clear vision for diversity and inclusion, linked to their core strategy. “Diversity improves decision‑making and innovation within companies. But it has to be a long‑term priority, not a politically correct side issue.”

A legal quota for women in top positions has been in place since 2022 — a step forward, but Lok emphasises the need for a holistic approach. “Don’t focus on a single policy; create a coherent set of measures. Engage leadership, HR, D&I departments and employees. Inclusion isn’t a project — it’s a cultural shift. Make diversity and inclusion part of your core strategy. Tell an authentic story about why it matters to your organisation. And keep it a long‑term priority.”