Over the past year, the value of diversity, equity and inclusion (DE&I) and gender equality initiatives has been questioned. While many large corporations have pulled back from DE&I [i], the mid-market is standing firm in its commitment.
This commitment is grounded not in ideals, but in business pragmatism. Gender-diverse leadership strengthens performance and delivers a clear competitive advantage. To realise these benefits fully, businesses must make their commitment — and the value of gender-balanced leadership — visible.
With the percentage of women in senior management dropping 1.1pp to 32.9% — this moment matters. Fluctuations have occurred and bounced back before but it’s essential to protect progress and unlock the full potential of gender-balanced leadership.
Visibility changes outcomes.
Our Women in Business research shows that a visible commitment to gender-diverse leadership teams can have a positive commercial impact — potential new investors expect to see gender-balanced leadership and employees see gender equality as a reason to join or stay at an organisation.
Read on to dive into the data behind the mid-market’s commitment and the impact remaining committed has on long-term business growth.
Mid-market businesses that not only remain committed to their gender equality initiatives, but plan to implement new ones, are more likely to report growth in revenue, headcount and exports. Leaders also associate gender-balanced leadership teams with better innovation, decision-making and financial performance.
To drive change, the mid-market is embedding gender equality strategies into their business. From strategies on employee pay to increasing female representation in senior management, strategic initiatives can propel progress.
While progress isn’t always linear, the mid-market is still on track to reach gender parity by 2051 and we’ve seen an increase in women holding various C-suite roles, including Chief executive officer.
When applying for a new role, 91.9% of mid-market leaders say they personally consider a company’s gender equality initiatives. And businesses are seeing an increase in future employees asking to see the gender breakdown of their senior leadership team, or a commitment to improving it.
Explore Grant Thornton's report 'Women in Business 2025,' focusing on the progress of women in leadership positions within mid-market companies. Discover the challenges, opportunities, and strategies necessary to promote gender equality, aiming to create a diverse and sustainable working environment for future generations.
Explore Grant Thornton's report 'Women in Business 2025,' focusing on the progress of women in leadership positions within mid-market companies. Discover the challenges, opportunities, and strategies necessary to promote gender equality, aiming to create a diverse and sustainable working environment for future generations.
2024 marks the 20th year of Grant Thornton’s work to monitor and measure the proportion of women occupying senior management roles in mid-market companies around the world.