Purpose: This article investigates the structural transition from gender hegemony toward an inclusive corporate culture by emphasizing women’s leadership as a key element in fulfilling human rights obligations and promoting sustainable development.

Research Methodology: The study employs an interdisciplinary normative-interpretive methodology by analyzing primary and secondary legal materials, including CEDAW, the UDHR, Indonesian human rights legislation, and theoretical perspectives from organizational sociology, gender studies, management science, and ESG research.

Results: The findings reveal that masculine hegemony within organizational structures hinders women’s career advancement and weakens inclusive governance and sustainability performance. In contrast, gender-diverse leadership improves ESG performance, strengthens transparency and accountability, and reduces gender-related human rights risks within corporate operations and supply chains.

Conclusions: The study concludes that integrating women’s leadership with strong normative and legal frameworks can accelerate the achievement of SDG 5, SDG 8, and SDG 16 while fostering more inclusive, transparent, and sustainable organizations.

Limitations: This research is limited by its normative approach and the absence of sector-specific empirical data, which may restrict the generalizability of the findings across industries and organizational contexts.

Contributions: The study contributes by integrating human rights law and ESG frameworks into a unified analytical model and by offering evidence-based recommendations for policymakers and corporations to develop gender-responsive and resilient organizational systems. The novelty lies in explaining the causal relationship between women’s leadership, corporate human rights obligations, and sustainable organizational performance.