Visibility – a business advantage
Over the past year, the role of diversity, equity and inclusion (DE&I), including gender equality initiatives, has increasingly been debated in the global business environment. While some large corporations have begun scaling back their DE&I commitments[i], mid-market businesses continue to demonstrate a strong commitment to advancing gender equality and inclusive leadership. For many organisations, this commitment is driven not only by values but also by clear business outcomes. Research from the Women in Business 2026: The Value of Visibility report shows that companies investing in gender equality initiatives are more likely to experience stronger performance, including growth in revenue, workforce and international activity. Diverse leadership teams bring broader perspectives, support more effective decision-making and foster innovation - all of which contribute to long-term competitiveness.
At the same time, the report indicates that the global share of women in senior management roles has slightly declined by 1.1 percentage points, reaching 32.9%. While similar fluctuations have occurred in previous years and overall progress has continued over the long term, the data highlights the importance of maintaining momentum. Sustained commitment and greater visibility of women in leadership remain essential to ensuring continued progress and unlocking the full potential of gender-balanced leadership.
Why visibility matters
Visibility plays an important role in driving meaningful progress. When organisations actively demonstrate their commitment to gender-balanced leadership, it influences both internal culture and external perceptions.
Insights from the Women in Business 2026: The Value of Visibility report show that organisations with visible commitments to gender diversity can experience tangible business benefits. Investors increasingly expect to see balanced leadership teams, while employees often view strong gender equality practices as an important factor when deciding whether to join or remain with an organisation.
The findings of the report provide further evidence of the mid-market’s ongoing commitment to gender equality and highlight how sustained focus on inclusive leadership can contribute to stronger performance and long-term business growth.
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.
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.
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.
A talent priority
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.
Join the momentum
Visible female leadership and a clear commitment to gender equality can accelerate progress toward gender parity in mid-market organisations. Read the full Women in Business 2026: The Value of Visibility report to explore how gender-balanced leadership supports stronger and more sustainable business growth.