While a lot has been said and done to increase women’s representation in executive and leadership roles, the numbers say much still needs to be done to achieve gender equality in the corporate boardroom.
In the modern era of progress and advancement, it’s disheartening to acknowledge that women still face significant barriers to reaching senior leadership positions. Despite considerable strides towards gender equality in recent decades, statistics reveal a persistent underrepresentation of women in top-tier roles. This issue isn’t merely about numbers; it’s about fairness, inclusivity, and the untapped potential that could significantly benefit our economy and society.
With the recent launch of our Leadership and Management Development Services within the Expleo Academy, we certainly acknowledge this as a real issue and aim to address it.
Women in leadership roles: the significant minority
Women occupy a significant minority of senior leadership roles in most native English-speaking organisations. Whether it’s boardrooms, executive suites, or top managerial positions, the glass ceiling remains a formidable obstacle for many aspiring women professionals. The reasons behind this phenomenon are complex and multifaceted, encompassing systemic biases, societal expectations, and organisational structures that often favour traditional, male-dominated leadership models.
Acknowledging this disparity is the first step towards effecting meaningful change. By highlighting the underrepresentation of women in senior leadership, we bring attention to the inherent inequalities that persist within our organisations. But mere acknowledgement is not enough. We must actively work towards dismantling the barriers that prevent talented and capable women from ascending to leadership positions.
But what can be done about it? Promoting a better understanding of this situation is crucial for several reasons. Firstly, it fosters awareness among both men and women about the systemic challenges women face in the workplace. This awareness can lead to greater empathy, support, and advocacy for gender equality initiatives. Additionally, understanding the benefits of diverse leadership can help organisations recognise the value of inclusivity in driving innovation, creativity, and business success.
Female underrepresentation in numbers
According to various studies and reports, including those undertaken by the Chartered Institute of Personnel and Development (CIPD), the underrepresentation of women in senior leadership positions remains a significant issue.
1. Board representation – only 21 female CEOs in FTSE350
Women are often under-represented on corporate boards. A report published in the British Guardian newspaper in 2024 reported that women occupy more than two in five seats on the boards of the UK’s biggest listed companies. However, there are still ‘too few’ in top positions, with just 10 female FTSE 100 chief executives, ‘the standout disappointing statistic among a sea of progress at every level’ is the number of female chief executives in the FTSE 350, the report said. In 2011, 15 CEOs were women, which has risen to only 21 today.
2. Gender pay gap – women still earn 14.3% less per hour
The gender pay gap persists across industries, indicating broader gender inequalities within organisations. According to data from the UK Office for National Statistics (ONS), the Gender Pay Gap (GPG) has slowly declined. Over the last decade, it has fallen by approximately a quarter among full-time and all employees. In 2023, the gap among full-time employees increased to 7.7%, up from 7.6% in 2022. This is still below the gap of 9% which existed before the COVID-19 pandemic. Among all employees, the gender pay gap decreased to 14.3% in 2023 from 14.4% in 2022 and is still below the levels seen in 2019 (17.4%). In October 2023, the Central Statistics Office (CSO) produced updated national GPG figures for Ireland for 2022. It reported a GPG of 9.6%, indicating that, on average, males earned 9.6% more per hour. The highest GPG was reported on 16 Feb 2024 in the financial, insurance and real estate sectors at 24.7%.
3. Representation in middle to senior management – only 32% of mid-management roles held by women
No country has achieved full gender parity. However, the top nine countries have closed at least 80% of their gap; Norway, Finland, New Zealand, Sweden, Germany, and Lithuania. Iceland is the only country to reach 90% (91.2%). Namibia (80.2%) and Nicaragua (81.1%) are the two unexpected countries in the top ten. Ireland (79.5%) and Rwanda (79.4%) have dropped out of the top 10 countries. In previous reports, North America has dominated the Index. Still, this year its ranking of 75% lowers the country to second place, while Europe has taken the lead at 76.3%. The order of regions is as follows; Europe, North America, Latin America, and the Caribbean (74.3%, Eurasia and Central Asia (69%), East Asia and the Pacific (68.8%), Sub-Saharan Africa (68.2%) trailing at 62% is the Middle East and North Africa. Barriers to Progression: Women continue to face various obstacles to career progression, including unconscious biases, lack of access to mentorship and sponsorship, and inflexible work cultures. Research by the Chartered Institute of Personnel and Development (CIPD) has highlighted these barriers and their impact on women’s career advancement.
Empowering women leaders to deliver their full potential
Fine words and statements of intent are not good enough and certainly won’t sustainably address this problem. We have developed a viable solution through our newly launched Leadership and Management Development Services. A masterclass designed to empower female leaders with inspiring and impactful insights will focus individuals to achieve their full potential in all their business dealings. ‘Woman in Leadership – Developing the High Performing Role-Model’ is a highly interactive masterclass where participants explore case studies of famous and successful female role models from both the past and present and identify practical ways to implement an action plan for positive change back in their workplace.
Don’t be confused. This masterclass is not designed to alienate or seek ways to overpower or conquer our male colleagues — quite the opposite. During this event, we will explore ways to engage more positively with both men and women and seek ways to discard the myth that positive discrimination or creating a mathematically level playing field is the right way to progress.
Encouraging leadership at all levels to be part of the solution is equally essential. Genuine progress towards gender equality requires a collective effort from everyone within an organisation, regardless of their hierarchical position. Leaders must champion diversity and inclusion initiatives, implement policies that support gender parity, and actively mentor and sponsor talented women professionals. Organisations can create environments where women feel empowered to thrive and excel by fostering an inclusive culture that values diverse perspectives.
Doing what’s good for society and the business
Addressing the underrepresentation of women in senior leadership isn’t just a matter of social justice, it’s also a wise business decision. Many recent studies have demonstrated the tangible benefits of gender-diverse leadership teams, including improved financial performance, enhanced decision-making, and higher employee satisfaction and engagement levels. By harnessing the full potential of this talent pool, organisations can gain a competitive edge in today’s rapidly evolving business landscape.
Concerted efforts are needed at every level of society to bridge the gender gap in senior leadership. Government policies, corporate initiatives, educational programmes, and cultural shifts all play a role in creating a more equitable and inclusive environment for women. By working together to dismantle barriers, challenge biases, and create opportunities for advancement, we can unlock the full potential of women leaders and build a more prosperous and equitable future for all.
While the underrepresentation of women in senior leadership roles is a persistent challenge, it can and must be addressed. By acknowledging the issue, promoting understanding, and encouraging leadership at all levels, we can break down the barriers that hold women back and create a more inclusive and prosperous society for future generations. It’s not just a matter of equality — it’s a matter of unleashing the full potential of our workforce and driving sustainable economic growth.
All said and done, being part of the solution is not the sole responsibility of the HR department, the CEO, or any other department within the organisation. Every one of us can be influential in calling out bad practices, supporting and championing people at all levels within the organisation, and helping shape a more inclusive, dynamic environment for everyone.
