Investing in gender equality is a proven driver of performance and a competitive advantage. This year’s Women in Business research shows that mid-market firms who are maintaining their gender equality initiatives and plan to implement new ones were the most likely to report significant growth in revenue and staff numbers. Investors are looking for gender-balanced leadership, or a commitment to achieving it, and employees view it as a reason to join or stay.
Despite many large organisations retreating from diversity, equity and inclusion (DE&I) in 2024/25,[1] mid‑market leaders remain committed: 92.7% have DE&I initiatives in place, and three-quarters continue to prioritise gender equality. More than a third (36.8%) plan to introduce new measures. This commitment is grounded not in ideals, but in business pragmatism. Gender‑balanced leadership drives sharper decision‑making, strengthens innovation and accelerates growth. But, to unlock these benefits, leaders must invest visibly in female talent and clearly communicate the commercial value of diverse leadership.
When women see leaders who look like them, they believe advancement is possible. When future talent sees gender equality embedded in strategy, they choose to join and stay. And when the data explicitly shows that firms investing in gender equality initiatives outperform their peers, the global economy benefits.
Yet the continuing conundrum is that change remains slow. Data from this year’s report shows a small drop of 1.1pp to 32.9% of women in senior management. We’ve seen the percentage reduce and bounce back in previous years, but neither businesses nor the women who work within them can afford a further drop.
The global Grant Thornton Women in Business 2026 report clearly shows that companies with greater visibility and stronger gender balance in leadership achieve better results, attract the right talent, and build long‑term competitive advantages. This article explores how organisations can turn gender equality into tangible business value.
