Founder representation by gender on boards

Women on Boards: From Debate to Action Research is clear: when women lead, organizations thrive. Start-ups, innovative firms, and companies with diverse leadership consistently outperform their counterparts. Yet, despite overwhelming evidence, systemic and cultural barriers continue to hinder women’s access to decision-making roles. At Lebanese League for Women in Business LLWB we embarked on the Women on Boards journey in 2016—not just as a moral imperative but as an economic necessity. Over the years, we’ve collaborated across sectors—public institutions, private enterprises, civil society, syndicates, and academia—to ensure gender diversity is a priority, not an afterthought. But today is not just about progress—it’s a moment to reflect. Why do women remain underrepresented at the highest levels of leadership worldwide? Consider the judicial sector in #Lebanon: #women make up 60% of judges but remain absent from top decision-making positions. The numbers tell a similar story elsewhere—women hold only 5.3% of public sector board seats, and 6.3% in listed companies. Ask yourself: 🔹 Were you promoted because of your gender—or your qualifications? 🔹 Have you been labeled “too aggressive” for being assertive? 🔹 Have you been asked how you’ll balance work and family—or whether your spouse approves of your career? 🔹 Have you been judged more on appearance than expertise? 🔹 Have you been denied an opportunity for lacking experience—while men were chosen based on “potential”? These are daily realities for women. This is why we need affirmative action—not as a favor, but as a necessity to dismantle the invisible barriers that keep leadership spaces male-dominated. At LLWB, we are taking this further as we are finalizing a draft law to mandate a Women on Boards quota—a crucial step toward institutional change. With many public sector board vacancies opening, we have a unique opportunity to turn commitment into action. Our research will serve as a baseline to monitor appointments and hold institutions accountable for real progress. It’s time to move beyond debate. It’s time for implementation. Will you be part of the change? #WomenOnBoards #DEI #Leadership #DEI #genderequality

🚀 Accelerating Action for Women Progress isn’t passive. It’s intentional. “Diversity” and “equity” have become trigger words—but why? Why are we still talking about equity as if it’s the ceiling when it should be the floor? The data is clear: Women-led companies outperform, gender-balanced teams drive stronger results, and economies grow when women succeed. So why are we still fighting for just 50% representation? If gender equity is seen as a “threat,” what does that say about the system we’re protecting? Instead of pushing back on progress, let’s push forward for #prosperity. 🔹 Economic Prosperity for All ✅ Unlock a $3.1 trillion growth opportunity Women’s workforce participation, wage equality, and leadership representation could add trillions to the economy (Katica Roy). But … ⏩The global gender wage gap remains at 11.4%. ⏩Women hold only 34% of management roles. ⏩57.5% of women in the U.S. participate in the workforce (while many also work tirelessly at home!). ✅ Increase access to capital & entrepreneurship ⏩Women-owned businesses make up 39% of all U.S. businesses, employ 12.2M workers, and generate $2.7T in revenue (Wells Fargo, 2025). ⏩Women-led startups receive less than 3% of VC funding—even though they outperform by 63% (First Round Capital). 🔹Better Policy & Governance for All ✅ Get more female representation in government Gender-balanced governments pass stronger policies in healthcare, education, and family support (UN). Yet, in the U.S.: ⏩26% of Senators are women ⏩28% of House members are women ⏩Only 13 female Governors out of 50 states ✅ Stronger governance & financial results ⏩Companies with more women in leadership see 25% higher profitability (McKinsey). ⏩Women hold 29% of board seats across Russell 3000 companies and 30% of Fortune 500 board seats (Credit Suisse, WEP). 🔹 Not a Zero-Sum Game—It’s a Win for All ✅ Unlock untapped talent & drive shared prosperity: ⏩In 2024, 419 women were appointed to Russell 3000 boards (26%). 87.9% of those seats were newly added, not replacements. ⏩Industries like healthcare, manufacturing, and energy face labor shortages, and women can help fill these gaps. As we celebrate #WomensHistoryMonth and #InternationalWomensDay, let’s remember: if our systems truly supported a #merit-based society, women would already be equally represented in government, leadership, the workforce, and economic opportunity. Let’s work together to #AccelerateAction. #womeninleadership, #womeninventurecapital, #womenintechnology, #womenonboards, #meritocracy #representation #economicprosperity

The Real Reason Female Executives in Africa Aren’t Getting Board Roles (And It’s Not What You Think) Let’s address the myth head-on: It’s not because there aren’t enough qualified women. African boardrooms are still overwhelmingly male, On average, women hold 21% of board seats, 8% of board chair positions and 9% of CEO positions across the entire region (IFC, 2023) If expertise was the issue, we wouldn’t see so many female executives leading divisions, managing P&Ls, and driving corporate growth—yet still being overlooked for board roles. So what’s really happening? ➡ The Visibility & Access Gap – Many female executives are more than capable but aren’t in the right networks where board appointments happen. Boards often recruit from who they know, and if your name isn’t circulating in those spaces, you’re invisible. ➡ The “Experience” Catch-22 – Sometimes, women are told they need board experience to get a board role, but how do you get experience without being given a chance? ➡ The Reluctance to Self-Promote – Many senior women hesitate to put themselves forward, thinking “I need to be 100% ready” before applying. My goal is to change this narrative. I have launched Ascent- a gateway for female executives to amplify their visibility, build board-ready influence, and step confidently into leadership at the highest levels. We’re not waiting for change to happen—we’re creating the opportunities female executives need. That’s why Ascent is partnering with Shecluded to launch an initiative that puts female executives in advisory board positions for female-led businesses. Here’s why this matters: ✔ Board advisory roles are a strategic stepping stone – They give women boardroom experience, governance exposure, and the opportunity to shape business strategy without the full legal responsibility of a non-executive director role. ✔ They expand your board-level network – The best way to get on a board? Be in the room where board discussions are happening. These roles connect executives with founders, investors, and decision-makers who can open doors to corporate board seats. ✔ They build confidence in board leadership – Many women have the expertise but lack boardroom experience. Advisory roles allow them to strengthen their voice in leadership decisions before transitioning to full board seats. The Bottom Line Women aren’t lacking qualifications. They’re lacking access, positioning, and the right opportunities. At Ascent, we’re changing that. If you’re a female executive ready to take the first step into board leadership, let’s make sure you’re in the right rooms. Join us by clicking on the link in the comments Why do you think there are so few women on Boards in Africa?

[Boards & Women] Do you want to walk the talk? This is how I’m proud to volunteer as UK partnerships lead for European Women on Boards (EWOB) - an NGO with the mission to increase gender equality in decision-making. Last month was the release of the "EWOB Toolkit for change", designed to support leaders across Europe in driving change within their organisations. It outlines both the current state of play and best practices for greater progress. It also includes key information on the European Directive on women on boards. Some highlights - Eight member states have adopted binding gender quotas. These are France and Italy, with targets of 40%, Belgium, the Netherlands, and Portugal (33%); Germany and Austria (30%); and Greece (25%). - When looking at women in NED board member positions in the EU, Italy has achieved 48% women on boards, France 47%, Denmark 43%, and Belgium 42%. - Nine member states have failed to take any action (Bulgaria, Croatia, Cyprus, Czech Republic, Estonia, Hungary, Lithuania, Malta, and Slovakia); hence they are lagging far behind with an average of only 19% of women on boards - While one might expect there to be more women on boards in female-dominated economic sectors, this is not the case. Female directors remain underrepresented in both male-dominated and female-dominated industries. Worst offenders: Tech (only 56% compliant). - Women account for only 15% of board chairs in the 1,300-plus EU companies covered in the study. - Change has predominantly taken place in NED representation on boards, with much less progress in the C-suite. - Boards remain largely homogeneous in terms of nationalities and age. The majority (54%) of board members are over 60 years old and men on boards tend to be older than women. Some male NEDs have held their positions for as long as 20 years. “The slow progress made in previous years, combined with the strong results achieved by countries with gender legislation and the additional progress made overall since the adoption of the EU Directive, shows that legislation and strong targets are crucial to bring about fast and significant change.” Take action - Board Chairs must role-model inclusion - Transparency is essential to establish trust among board members - Team-building helps diverse boards thrive Legislation is only the first step towards true gender equality in decision-making, and we need concrete action from as many business leaders as possible to advance further. Ready to be a gender equity champion in decision-making? 1.- Read and share the toolkit with others. 2.- Join us at European Women on Boards. hashtag #BoardsOfDirectors #Diversity #Toolkit #Business #Directors #Leaders #Leadership #GenderEquity https://lnkd.in/eEGdEqF3

Increasing women’s representation in business leadership is a strategic priority for the World Bank. That’s why I’m excited to see the release of this new thematic brief on the subject: https://lnkd.in/eTesFPpR.   The brief benefits from the contributions of our IFC Women on Boards and in Business Leadership team and represents strong collaboration with our World Bank colleagues to highlight the challenges and opportunities, including interventions with promise, to increase women’s representation in business leadership.   Key takeaways showcase that: 1. Women hold less than 20% of corporate board directorships and only 5% of CEO positions globally. Women are also less likely to have roles that are stepping-stones to the CEO role, such as chief operating officer, head of sales, or CEOs of subsidiaries. 2. Yet, companies with more gender-diverse leadership show a stronger commitment to inclusive growth, broader stakeholder focus, and good ESG practices, contributing to better financial performance, reduced business risk, greater resilience, and enhanced sustainability. Moreover, increasing the presence and amplifying the voices of women in senior public and private sector leadership will accelerate progress on the SDGs. 3. Barriers that narrow women’s leadership paths, especially in emerging markets, include biases and stereotypes; non-inclusive hiring, retention, and promotion processes; lack of access to professional development, mentors, role models, networks, and connections; and unsuitable work environments and safety concerns about gender-based violence and harassment. 4. Based on IFC and World Bank experience, interventions that address the root causes of gender gaps in enterprise leadership demonstrate promise. All levels of market ecosystems, including capital markets, private equity, venture capital, regulators, investors, financial institutions, and companies themselves, have important roles to play in balancing gender scales in leadership.   I’d also note that increasing women in leadership is a strategic priority of the World Bank’s latest Gender Strategy for 2024-2030, currently open for your feedback. If you haven’t already, share your comments on the strategy here: https://lnkd.in/exw4dZzj #accelerateequality #esg #womenleaders #womenbusinessleaders #dei