Are family businesses more gender inclusive in leadership succession today? A perspective article

PurposeThrough this exploration, this article seeks to contribute to facilitate a greater female participation in power and leadership positions in the context of succession by presenting perspectives in research and practical implications for both family firms and business families.Design/methodology/approachLiterature review of seminal work on women's involvement in the leadership succession of family firms and systematic reviews related to the topic published in the last 15 years.FindingsPast research shows that the landscape of gender inclusion in the context of succession has evolved, offering women more access to leadership positions in family firms. Perceptions of women as invisible in business or playing emotional roles in the family, shifted to leaders, managing family business. However, access to leadership positions is not equitable to all regions and women leaders still face significant challenges to achieve legitimacy and recognition inside and outside the organisation. Future research should contribute to the enhancement of gender inclusion in leadership of family firms. Action research and interventions in both family firms and business families are ways to achieve this.Originality/valueThis paper elaborates on new research avenues and provides practical insights into how to enhance gender inclusion in the context of succession at both business family and family firm's realms.