Women in Business 2025: Impacting the missed generation

In Grant Thornton International Ltd.’s “Women in Business 2025: Impacting the missed generation,” the data presents a risk for companies globally: companies are moving too slowly toward gender parity in mid-market leadership. While women are projected to reach equal representation in senior management roles by 2051 — two years earlier than previously projected — waiting 26 years means businesses are missing out on tangible performance benefits today.

Gender parity drives measurable results across business functions, including improved decision-making, increased innovation and stronger financial performance. Companies that delay intentional action toward gender parity aren’t just falling behind on diversity aspirations — they’re compromising their competitive edge and overall growth potential.

Respondents from the U.S. indicate progress is being made — but in several areas, there is room for improvement. The overall percentage of women in senior management held steady at 34% globally — but for the U.S., that is one-percentage-point decrease from 2024.

That decline is coupled with some positive trends. Among U.S. companies surveyed, zero reported leadership teams lacking women — alongside Indonesia and China.

Gender parity is a business imperative

Increasing gender diversity isn't just about parity for the sake of it — it’s a strategic imperative driving measurable business results. In the Women in Business report, leaders of mid-market businesses identified several benefits from gender diversity initiatives in areas including decision-making, innovation and financial performance, as well as cultural benefits.

One-third of survey respondents said gender parity initiatives have created an environment where all employees feel equally valued, while 27% cite significant improvements in workplace inclusivity. Nearly a quarter of leaders reported their gender parity strategies have enhanced their firm’s innovative capacity. Another 20% noted improved attractiveness to clients and investors, while 19% reported enhanced decision-making quality.

“Balanced teams make better decisions, drive innovation and attract clients and investors,” said Karitha Ericson, Global Leader – Network Capability, Culture and Corporate Sustainability at Grant Thornton International. “More equal firms are better places to work, and this has a transformative impact on every aspect of a firm.”

To accelerate these benefits, the report identifies three key focus areas for companies: setting ambitious gender parity aspirations, providing career-long support for women and leveraging influence with external partners.

Drive progress with key diversity aspirations

Set clear aspirations for parity

The report identifies specific, measurable commitments for increasing gender diversity is crucial, yet many companies appeared to fall short. While U.S. companies are actively setting aspirations for equal pay (45%), promotions (44%) and recruitment (41%), there's a gap: 57% of U.S. firms have no specific ambitions for women in senior management roles.

This gap matters. Companies that set clear gender parity aspirations for board appointments, for example, show the strongest results, according to the report, with nearly two-thirds successfully increasing women's representation in leadership. However, only about a quarter of companies globally currently set these aspirations.

Overall, the aspirations set by companies are promising but not ambitious enough. Nearly half of survey respondents said they aim for women to hold more than 40% of senior roles at their company by 2027-28. Yet few companies aim for true parity at 50%.

The report points to three key aspirations companies should take to accelerate toward parity across leadership positions:

1. Continue to prioritize employee pay equality
2. Establish commitments for board appointments
3. Set aspirations for women in senior management

Build career-long support systems for women

While companies report focusing on promoting women into senior roles, the report argues that some of the most effective strategies for advancing gender diversity are often the most overlooked. Mentorship, networking and retention programs support women throughout their career, yet few companies set formal aspirations in these areas. In the U.S., only 35% of companies have mentorship targets, 33% have networking goals and 29% focus on retention metrics.

Yet, these aspirations are particularly effective at driving diversity. Nearly two-thirds of companies with commitments toward networking have successfully increased women’s representation in senior leadership. Similarly, more than half of businesses with mentorship or retention goals report improved gender balance in the past year.

Encourage external partners to prioritize parity

With mid-market companies’ involvement across multiple supply chains, the report notes that they have a unique opportunity to catalyze gender diversity across companies. According to the report, firms that have faced external pressure report an increase in the percentage of women in senior leadership over the past year. Those facing external pressure achieved 37% women in senior management, surpassing the global average. The most effective pressure came from business advisors and consultants, with 68% of firms reporting improved gender balance in response to their influence. Pressure from potential clients (65%) and investors (62%) followed closely behind.

Additionally, over three-quarters of businesses reported receiving requests to disclose their leadership gender balance or demonstrate commitment to diversity programs. In the U.S., these requests come primarily from potential investors (39%) and new clients (38%).

These findings show just how important gender parity is for companies seeking growth. As investors and clients increasingly prioritize gender diversity, companies that demonstrate commitment to balanced leadership have a greater ability to stand out among competitors.