Despite progress, women remain underrepresented in the international security field, where their leadership and expertise are essential for shaping more inclusive and effective policies. Achieving gender equality in this space requires sustained effort and decisive action.

This year, the International Women’s Day campaign theme, “Accelerate Action,” highlights the urgency of taking swift and decisive steps toward gender equality. It calls for greater momentum in dismantling the systemic barriers and biases that women face in both personal and professional spheres.

In this week’s Pulse, Dongyoun Cho, Maria Tanyag, Ariel Phuphaphantakarn, Innocentia Atchaya, and Jiyoung Ko share their insights on ongoing efforts to advance gender equality and expand leadership opportunities for women in international security. They also discuss the additional steps needed to further these efforts and accelerate action.

Dongyoun Cho

Senior Researcher, Security & Technology Programme, United Nations Institute for Disarmament Research (UNIDIR)

The rapid advancement of artificial intelligence (AI) in military applications, including Lethal Autonomous Weapons Systems (LAWS), has introduced significant governance and ethical challenges. As AI technologies become central to global policy discussions, policymakers and regulators are increasingly recognising the urgency of establishing shared norms, regulations, and cooperative frameworks that transcend national borders—particularly in the security and defense sector.

Among these concerns is the gender bias embedded in AI systems and its implications for international security. Addressing these challenges requires inclusive policymaking and gender-responsive strategies to ensure that AI technologies do not reinforce or exacerbate existing inequalities.

UNIDIR’s Contribution to Gender-Inclusive AI Governance

The UNIDIR Factsheet on Gender and Lethal Autonomous Weapons Systems provides a comprehensive analysis of how gender biases manifest in military AI applications, particularly within LAWS. It examines how these biases have been addressed, especially in discussions at the Group of Governmental Experts (GGE) under the Convention on Certain Conventional Weapons (CCW).

A key finding of the factsheet is the underrepresentation of women in international security processes, which limits diverse perspectives and contributes to blind spots in AI governance discussions. To address these gaps, the factsheet outlines targeted actions for policymakers, technologists, and multilateral institutions to incorporate gender-sensitive approaches into AI governance.

Recognising the need for capacity-building to enhance women’s participation in AI policymaking, UNIDIR launched the Women in AI Fellowship in 2024. This initiative equips women diplomats and policymakers with specialised knowledge in the policy, legal, and technical dimensions of AI, including its gendered implications. By providing participants with skills, resources, and networks to engage effectively in multilateral AI discussions, the fellowship serves as a key intervention in bridging gender gaps in AI governance.

Towards an Inclusive AI Future

To advance gender-responsive AI governance, international security institutions are encouraged to:

• Strengthen gender-sensitive AI policies to address biases in military applications.
• Expand capacity-building initiatives, like the Women in AI Fellowship, to promote equitable participation.
• Foster inclusive policymaking forums that integrate diverse voices in AI and security discussions.

By embedding gender perspectives into AI governance and investing in initiatives that amplify women’s leadership, the international security community can develop more equitable, informed, and practical frameworks for managing AI-driven technologies in military and security contexts.

Ensuring that AI policies and security frameworks reflect diverse perspectives is essential for fostering ethical, transparent, and effective governance. As AI continues to reshape global security landscapes, inclusive decision-making will be key to building a more just and resilient future.

Maria Tanyag

Senior Lecturer, Department of International Relations, Australian National University

At a time when we are witnessing massive reversals in gender equality and human rights brought about by global conflicts and the resurgence of far-right politics, the spaces for women in international security are either contracting or being displaced as a result. However, efforts to support young women and foster intergenerational leadership offer a counter-movement. We need more young people who are informed about how global security works and the ways they can influence change now and in the future. Initiatives such as youth forums and opportunities for young women to gain training in diplomacy are promising examples.

In the current political climate, we cannot achieve gender equality and greater representation for women in international security without debunking and demystifying the hypermasculinisation of political authority today. We need to pay greater attention to the dangerous alliances emerging between tech-elites and authoritarian rulers, united by a shared interest of further concentrating power in an already highly unequal and crisis-prone world.

Ariel Phuphaphantakarn

Nuclear Scholars Initiative Fellow, Project on Nuclear Issues, Center for Strategic and International Studies (CSIS)

I believe that providing more platforms for women to be present—whether in media, on stage, or in other spaces—along with fostering discussions on inclusivity and recognising the contributions of women across various professional fields, academic disciplines, and security sectors, is a step in the right direction and should receive continuous investment.

However, I also believe that greater efforts are needed to examine and address the stigma placed on women and to explore how, at a policy level, we can work toward de-stigmatisation. Are the values and skill sets that women bring to the table receiving the recognition they deserve? In my experience, when stepping into leadership roles, I am often expected to lead in a way that aligns with standards predominantly shaped by masculinity. This is because the definition of “good leadership” has rarely ever been presented in any other light. This limitation needs to be addressed.

Women in executive positions not only face the demands of their roles but also the challenge of navigating leadership expectations. For this reason, I believe that the stories and studies of successful women in leadership—their skills and the leadership styles they bring—should not be seen merely as “female leadership” but “good leadership.” By shifting this perspective, we can rethink policies and redefine the role of women across all professions and disciplines, particularly in fields related to peace and security.

Innocentia Atchaya

Feminist Researcher; Digital Communications Officer at the British High Commission in India

The intersections of gender with conflict, peace, and global security remain underrepresented in peacebuilding discourse. Despite UNSC Resolution 1325 mandating the inclusion of women in peacebuilding processes, achieving truly inclusive peacebuilding is still a long way off, particularly in South Asia. Women’s lived experiences in this region differ significantly from those of women in other parts of the world.

Historically, women have been marginalized and excluded from peacebuilding efforts. Nonetheless, they continue to carve out spaces within or outside religious and state organizations, actively advocating for peace. Despite various explanations offered for their absence in formal peace processes, women’s organisations have employed innovative methods to make their voices heard. In Nagaland, a conflict-affected region in India’s Northeast, the Naga Mothers’ Association launched a peace campaign in 1984 under the motto “Shed no more blood” and facilitated peace discussions.

South Asian Women for Peace was founded in 1996 to promote education on peace and conflict issues in the region, fostering intellectual and political awareness. This network has organised Women’s Peace Conferences across South Asia and has offered several study courses on peacebuilding and conflict resolution. Its membership includes Nepal, Pakistan, India, and Bangladesh. Similarly, in 1998, a coalition of civil society groups from Pakistan, India, Bangladesh, and Sri Lanka established Women for Peace in South Asia. Their goal was to promote people-to-people contact and strengthen regional ties. This network arranged goodwill visits by South Asian women and played a crucial role in de-escalating tensions between India and Pakistan following the Kargil war.

Despite their remarkable resilience and contributions in times of crisis, women continue to be excluded from formal peacebuilding efforts. While mandates and international agreements exist today, the reality in South Asia often contradicts these frameworks. In this region, women engage in peacebuilding not through diplomatic negotiations or policy decisions but by politicising their everyday lived experiences.

Similarly, on a global scale, most peace processes still exclude women as mediators or negotiators. Women human rights advocates and peacebuilders continue to be overlooked and frequently face sexual harassment both online and offline. In 2023, women made up only 9.6% of participants in more than 50 peace processes worldwide.

Women’s involvement must increase to achieve parity with men. They should be included in decision-making on conflict resolution, humanitarian coordination, community security, access to justice, early warning systems, and climate mitigation and adaptation. Gender quotas can play a crucial role in strengthening women’s influence. The UN Gender Quota Project tracks parliamentary quotas globally, and in 2024, conflict-affected countries with gender quotas had 25% female parliamentarians, compared to just 15% in those without. Additionally, governments and defense institutions should allocate dedicated funding to recruit, train, and retain women in leadership roles while ensuring gender-sensitive policies are properly resourced.

Jiyoung Ko

Associate Professor, Department of Political Science and International Relations, Korea University

Efforts to advance gender equality and leadership opportunities for women in international security continue to grow. Initiatives like Women in Conflict Studies (WICS) foster professional networks through mentorship, information sharing, and conference events. Workshops such as Journey in World Politics and the APSA Women’s Mentoring Workshop provide crucial support and guidance for early-career female scholars. Additionally, databases like WomenAlsoKnowStuff help amplify the expertise of women in international security and political science more broadly, increasing their visibility in research and policymaking. Academic journals also play a role by highlighting female scholars’ work when promoting published research and encouraging gender-balanced citations to ensure that women’s contributions are recognised and valued.

To accelerate progress, efforts must be regionally inclusive and account for the diverse challenges female scholars face at different career stages. Many initiatives are concentrated in North America, while women in other regions, such as the Asia-Pacific, navigate distinct institutional and cultural barriers. More regionally tailored initiatives would complement existing efforts and ensure broader impact. Additionally, while many programs focus on early-career scholars, mid-career scholars also require structured support to advance into leadership roles and serve as mentors. A more holistic approach—one that fosters sustained mentorship and leadership development across career stages—will drive lasting and meaningful change in the field.

The opinions articulated above represent the views of the author(s) and do not necessarily reflect the position of the Asia-Pacific Leadership Network or any of its members. APLN’s website is a source of authoritative research and analysis and serves as a platform for debate and discussion among our senior network members, experts, and practitioners, as well as the next generation of policymakers, analysts, and advocates. Comments and responses can be emailed to apln@apln.network.

Image: Oksana Horiun, iStock.