A recent report from the International Labour Organization reveals that while gender equality initiatives improve business outcomes, many companies are struggling to implement effective policies.
The International Labour Organization (ILO) published a pivotal report titled Women in Business and Management: Scaling Success on Tuesday, revealing significant insights into the state of gender equality in the corporate sector. The report highlights both progress made and challenges faced regarding women’s representation in leadership roles within businesses worldwide.
Between 2013 and 2025, the percentage of companies with a woman serving as board chair rose dramatically from 13.1% to 30.1%, while the share of firms with a woman as CEO increased from 23.5% to 28.2%. However, despite these gains, women continue to be underrepresented in management overall, holding approximately one-third of managerial positions. This underrepresentation persists even as gender balance improves at senior and top management levels, showing a concerning decline at junior and middle management levels.
Survey Insights: A Mixed Picture
The ILO report is based on a comprehensive survey conducted in 2025, which encompassed 11,957 enterprises across 99 countries. This survey, coupled with data from previous surveys conducted in 2013 and 2018, as well as three decades of labor market data and case studies, provides a robust framework for understanding the current landscape of gender equality within organizations.
Notably, nearly 70% of enterprises surveyed in 2025 reported that their gender equality and diversity initiatives positively influenced their business outcomes, reflecting an increase of over 11 percentage points since 2018. Among those companies experiencing increased profitability as a result of these initiatives, 87.4% reported gains of at least 5%. Furthermore, firms led by women, either as CEOs or board chairs, were more inclined to report favorable business results.
Despite these encouraging findings, the report underscores a troubling gap between commitment to gender equality and its execution. In 2025, approximately 74.8% of enterprises claimed to have a gender equality and diversity policy in place; however, only 26.5% reported successfully implementing such policies. This marks a notable decline from 37.4% in 2018. The ILO emphasized that this decline included key measures that enterprises themselves identified as effective, such as maternity leave, support programs, and equal pay initiatives.
Barriers to Progress
The ILO’s report stresses that these findings arise despite significant advancements in women’s education, particularly in higher education, where the enrollment of women has outpaced that of men. Nevertheless, women remain significantly underrepresented in critical business functions and sectors that often serve as pathways to senior leadership roles.
Maria Paz Anzorreguy, Director of the ILO Bureau for Employers’ Activities, noted, “At a time when enterprises are competing for skills and talent, leaving women’s potential untapped makes little business sense.” This statement highlights the necessity for businesses to capitalize on the capabilities of women to maintain a competitive edge in an increasingly dynamic market.
Strategies for Improvement
The report advocates for practical measures that organizations can adopt to enhance gender equality in the workplace. These measures include strengthening leadership pipelines for women, improving access to roles and sectors where women are underrepresented, and implementing gender metrics along with voluntary targets. The ILO also calls for addressing broader structural barriers that extend beyond the workplace, such as unequal caregiving responsibilities, occupational segregation, and enduring societal norms that impede women’s advancement.
Rosemarie P. Rafael, the founder and chairperson of Airspeed, a logistics company based in the Philippines, shared her perspective on the importance of fostering a nurturing workplace culture. She stated, “A company with a nurturing culture, with fair recruitment, promotion, and remuneration, will get the best talent, both women and men. And when women know they have a future in the company, they shine.” This insight underscores the positive impact that inclusive workplace practices can have on employee morale, retention, and overall organizational success.
Conclusion: The Need for Action
As the ILO report indicates, despite the clear economic advantages of gender equality, the disparity between policy formulation and implementation remains a significant obstacle for many organizations. Addressing these challenges is crucial for businesses seeking to leverage the full potential of their workforce and ensure sustainable growth in the future. The report serves as a call to action for companies to not only recognize the value of gender equality but also to take meaningful steps toward its realization within their organizational frameworks.
