CFO success: Inspiring change in female mid-market leadership
Our Women in Business research shows the role of CFO is nearing gender parity and this article explores the potential drivers behind this change.
Visibility – a business advantage
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.
92.7%
of mid-market
firms have DE&I initiatives in place
75.8%
of mid-market
firms are committed to their gender equality initiatives
36.8%
of mid-market
firms are committed to their gender equality initiatives and plan to introduce new ones
Why visibility matters
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.
1.
The commercial benefits of gender diversity
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.
2.
Focused on gender equality
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.
3.
Women in senior management – the global and regional picture
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.
4.
A talent priority
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.
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Our 2025 Women in Business report explores the external pressures and internal drivers that impact gender diversity in leadership teams in the mid-market.
Press release
Another generation at risk: women in senior roles still 25+ years away from parity
A groundbreaking report from Grant Thornton reveals that without immediate action, gender parity in senior management roles in mid-market companies won't be achieved until 2051—a stark reminder of the urgency to address gender inequality.
i. Here are all the companies rolling back DEI programs [www.forbes.com]