What's Happening?
A new report by the International Labour Organization (ILO), titled 'Women in Business and Management: Scaling Success,' indicates that women are increasingly attaining top leadership positions in businesses globally. The share of enterprises with a woman
board chair rose from 13.1% in 2013 to 30.9% in 2025, and the share with a woman CEO increased from 23.4% to 28.2% during the same period. Despite this progress at the executive level, women still hold less than a third (30%) of all managerial positions worldwide. The report, based on a 2025 global enterprise survey of 11,957 enterprises across 99 countries, also highlights a concerning trend: while nearly three-quarters of enterprises have gender equality and diversity policies, the actual implementation of initiatives has declined from 37.4% in 2018 to 26.5% in 2025. This decline includes critical measures such as maternity leave support and equal pay initiatives, which enterprises themselves identified as highly effective.
Why It's Important?
The findings underscore a critical disconnect between corporate commitment to gender equality and its practical application, which could hinder sustained progress in women's leadership. The report emphasizes that gender equality is not only a fundamental right but also a significant driver of sustainable enterprises and economic growth. Nearly seven out of ten enterprises surveyed in 2025 reported improved business outcomes due to gender equality and diversity initiatives, an 11.1 percentage point increase from 2018. Enterprises with women CEOs and board chairs were more likely to report better business results, with 87.4% of those reporting increased profits attributing gains of at least 5% to these initiatives. This indicates that failing to implement these policies effectively represents a missed opportunity for businesses to enhance their performance and contribute to broader economic development. The underrepresentation of women in management, despite their higher educational attainment globally, also signifies an untapped talent pool that could otherwise boost innovation and productivity.
What's Next?
The ILO report calls for immediate action to translate existing policies and commitments into tangible, measurable progress. ILO Director-General Gilbert F. Houngbo stressed the need to move beyond policy formulation to concrete implementation. Future efforts will likely focus on strengthening women's leadership pipelines, utilizing gender metrics and voluntary targets, and improving access for women to roles and sectors where they are currently underrepresented. Enterprises are encouraged to embed gender equality into their core business strategies and accountability frameworks. Additionally, the report advocates for addressing structural barriers outside the workplace, such as unequal care responsibilities, occupational segregation, and persistent social norms, which continue to impede women's career progression. The ILO plans to continue supporting enterprises in putting these recommendations into practice and scaling successful approaches to achieve more equitable representation in leadership.
Beyond the Headlines
The report's findings point to a deeper systemic issue where organizational inertia or a lack of sustained commitment undermines stated diversity goals. The decline in implementation of gender equality initiatives, even those proven effective, suggests that companies may view these as compliance exercises rather than integral to business strategy. This could lead to 'diversity washing,' where policies exist on paper but lack genuine impact. Ethically, it raises questions about corporate responsibility and the genuine commitment to equitable workplaces. Legally, while many countries have anti-discrimination laws, the report highlights that voluntary initiatives are faltering, indicating that legal frameworks alone may not be sufficient to drive comprehensive change. Culturally, the persistence of underrepresentation in middle management suggests that ingrained biases and traditional career pathways continue to disadvantage women, despite advancements in education. Addressing these deeper cultural and systemic issues will be crucial for achieving true gender parity in leadership.
