Grant Thornton research has revealed an increase in the number of businesses without female representation in senior management in Ireland. The findings in the annual Women in Business Report – part of the firm’s mid-market business survey – found that more than one in seven (16.3%) businesses had no women in senior management roles. These findings reflect an upward trend, as they have increased by almost 5% from last year (11.7%). A further 13.8% of respondents have just one woman on their senior management team.
Despite steady progress in recent years, of those Irish businesses surveyed, just over one-third (36.5%) of senior management roles were held by women in 2025. It is promising, however, to see that this figure is up slightly from last year (0.5%+ from 36% in 2024), and Ireland is performing better than the global (34%) and European averages (34.9%).
This year marks 21 years of the Women in Business Report, in which Ireland, in 2016, recorded a high of two-fifths of businesses (40.6%) with no women in senior management. Today’s report has highlighted that without immediate action, gender parity in senior management roles won’t be achieved until 2051 – a stark reminder of the urgency needed to address gender inequality.
Evolving Roles
While this year’s figures are disappointing, there has been some progress. Over the last decade we’ve seen an upward trajectory and rising percentages of women holding every role that makes up the senior management team. In 2025, Chief Human Resources Officer (48.8%) and Chief Financial Officer (43.8%) are the most common roles held by women in senior management in Ireland. Whereas the two least likely roles for women to hold in senior management in 2025 are CEO (6.2%) and Chairperson (2.5%).
Commenting on this year’s findings, Amanda Ward, Head of Consulting at Grant Thornton, said: “While it is concerning to see this increase from last year in the number of mid-market businesses reporting no women in senior management, it’s important to acknowledge the significant progress made over the past two decades, as reflected in the Women in Business report.
This upcoming weekend will mark “International Women’s Day”, and this research highlights the improvements made while also recognising the steps that still need to be taken to achieve gender parity in the workplace. I would urge business leaders to set bold targets for senior female representation and to support women throughout their career journeys. Retaining and developing talent is crucial. Targets for mentoring, networking, and retention targets are particularly effective at driving diversity, yet are among the least implemented strategies by businesses.”
Steve Tennant, Managing Partner, Grant Thornton, said: “This year marks our 21st year of tracking gender diversity in Irish businesses. The long view shows meaningful progress, with women now holding 36.5% of senior roles across the mid-market companies we surveyed – ahead of both European and global averages.
Gender-balanced leadership correlates with stronger financial performance and better decision-making. We all have a responsibility to ensure we prioritise gender parity and continue to make real, lasting change. At Grant Thornton, we remain dedicated to addressing gender balance through transparent policies, targeted initiatives, and a strong culture of equity and inclusion. Progress requires accountability; and when businesses commit to addressing gender balance through meaningful action and transparent reporting, change will be evident.”
Gender Equality Strategies
Businesses surveyed identified significant benefits to action taken on gender diversity. Firms see their equality strategies and targets as having positive impacts across a range of business performance areas, from commercial factors such as better decision-making, innovation and financial performance through to vital cultural benefits. Not only is this good for individual employees and the companies that they work for, but it also greatly benefits the wider economy.
The most frequently cited impact of gender equality strategies, selected by two in five surveyed (42.5%), is that the strategy at their company has helped create a culture where employees all feel they are treated equally. Over a third (37.5%) say their equality strategies mean employees feel there is an inclusive work environment. Taking steps in this area is crucial for creating an environment in which people can grow and do great work.
Promisingly, almost one-third of businesses (30%) surveyed in Ireland think it will only take them 1-3 years to meet their current gender equality targets, with almost two in five (38.8%) claiming they’ve already met them.
