The conversation around gender equality in leadership is louder than ever. But beyond the talk, what do the latest female leadership statistics reveal? Are we seeing meaningful progress, or are women still hitting the same barriers? Understanding these numbers goes beyond counting heads, it’s about recognizing patterns, identifying problems, and using data to push for real change. Female leadership influences culture, performance, and innovation across every industry – and is immeasurably important.
What are the key trends in female leadership statistics?
Let’s explore the numbers a little first, before we ask some important questions and draw from these female leadership statistics.
How many women hold leadership positions today?
Globally, women now hold around 34% of senior management roles, according to recent data from Grant Thornton’s 2024 Women in Business report. That is a rise of 1.1 percentage points since 2023. It might seem small, but at the same time it marks a significant improvement from two decades ago, when only 19.4% of these positions were held by women. However, despite this long-term upward trend, the pace of change remains sluggish. In the UK, female representation in senior management has risen by 15.5 percentage points over the last 20 years. Yet only 22% of UK mid-market businesses currently have a female CEO or managing director, a sharp drop from 30% in 2023.
Are women making real progress in leadership roles?
While there’s been encouraging progress, the overall picture is mixed. Since 2012, the percentage of women holding roles like CFO has increased dramatically in the UK—from just 9% to 40% in 2024. Similarly, HR Director roles jumped from 11% to 46%, and Sales Director roles from 4% to 26%. These increases show that women are gaining ground in certain areas of senior leadership. However, the decline in women CEOs—from 28% to 19% globally in the last year—suggests that top-tier roles remain elusive, and recent gains are fragile.
Why is female leadership still lagging?
Sadly, women still face bias and barriers on the corporate ladder. Why is that? What do the female leadership statistics have to say?
What barriers keep women from top leadership positions?
The fragile pipeline of future female leaders has a big impact on this issue. While some women have reached senior management roles, many are still missing from mid-management—where the future CEOs and executives are typically groomed. A lack of a strong internal pipeline makes female leadership at the top vulnerable.
Working conditions also play a role. Data shows that businesses that push for fully office-based work have a lower percentage of women in leadership compared to those offering hybrid or remote work. Social expectations around caregiving responsibilities, pressure to conform to male leadership styles also hold women back. These invisible burdens often go unmeasured, yet they take a toll on women’s career progression.
What do female leadership statistics predict for the future?
At the current rate of progress, gender parity in senior leadership won’t be achieved until 2053—nearly 30 years from now. This projection signals that although performance is improving, it’s not happening fast enough. The pandemic temporarily accelerated change by normalizing flexible working, but without deliberate action, this momentum could be lost. However, there is reason for optimism. As companies learn to value different leadership styles, realise the importance of female leadership and create inclusive environments, the forecast can shift, and the statistics could even start showing faster growth soon.
Which industries are leading in gender diversity?
Industries leading in gender diversity at the leadership level include healthcare, education, and financial services. Financial services have made notable progress, especially in mid-management and executive roles. In contrast, technology, manufacturing, and energy sectors continue to lag, with significantly fewer women in senior leadership and board positions. These industries face persistent challenges due to longstanding gender imbalances and slower cultural shifts.
How can companies use leadership data to drive change?
Female leadership statistics point toward clear, actionable pathways for change. Grant Thornton’s 2024 report outlines three key “pathways to parity” that businesses can follow:
- Invest in the pipeline – Focus on developing and promoting women at all levels, not just the top.
- Support flexible working – Keep and expand hybrid and remote work options that enable women to balance professional and personal responsibilities.
- Address invisible barriers – Identify and correct cultural norms that place extra, unpaid burdens on women or require them to conform to traditional (often male) leadership styles.
