As a criminal justice practitioner, it is almost inconceivable that an organisation like Interpol, which is conceived to uphold the rule of law across borders and is a paragon of international cooperation, can so visibly falter in embodying the principle it claims to champion – gender equality. 

At first glance, Interpol, the International Criminal Police Organisation, appears to operate as a bastion of impartiality and universal standards. 

Its mission, after all, transcends national boundaries to fight crime while adhering to principles of fairness, justice and equity. 

Yet, a closer examination of its leadership history exposes a paradox so striking that it demands critical scrutiny. 

The present archive consulted attests that, since its founding in 1923, the presidency of Interpol has overwhelmingly been a male preserve. 

Out of 29 presidents to date, only one, Mireille Ballestrazzi of France (2012-2016), has been a woman. 

The remaining 28 presidencies have been held by men. 

This statistic is more than a numerical curiosity to me, but it is a structural testament to a persistent gender imbalance at the organisation’s highest echelons.

Interpol explicitly articulates its commitment to gender equality in its diversity and inclusion policies, noting that women should be equally represented at all levels of its workforce. 

The organisation’s public statements affirm that leadership opportunities must be accessible regardless of gender, yet the reality within the presidency and senior leadership sharply contradicts these proclamations. 

While women now constitute roughly 40 to 45% of Interpol’s staff, they occupy only about 25% of leadership positions, a gap that widens dramatically at the topmost level. 

This discrepancy raises a fundamental question: are women deemed incapable of executing the responsibilities traditionally entrusted to men, or does the organisation simply lack the mechanisms to transform its stated ideals into actionable practice?

Such a disparity cannot merely be dismissed as incidental. 

It reflects systemic barriers embedded in recruitment, nomination and election processes, which have historically favoured male leadership. 

The November 2025 presidential election represents not just a procedural formality but a pivotal moment for Interpol to demonstrate authentic adherence to its professed values. 

Elevating a qualified woman to the presidency would do more than achieve symbolic parity. 

It would concretely signal that merit and competence, rather than gendered tradition, dictate leadership selection.

In critically assessing Interpol’s approach, it becomes evident that institutional inertia cannot override principle. 

The organisation’s credibility, both moral and operational, depends on its willingness to confront these disparities and create genuine pathways for female leadership. 

Advocating gender equality in policy documents without corresponding action reduces a principle to rhetoric. 

November 2025, thus, offers a chance to move from declaration to implementation – from aspiration to realisation, a chance for Interpol to embody the universal standards it expects of nations worldwide. 

I will be watching the space and will revert with this article referenced after the November election. Time will testify!

*Dr Kennedy Mabuku a Criminal Justice lecturer at Namibia University of Science and Technology. The views expressed in this article are his.