In 2024, 9.4 percent of FTSE 100 companies had a female CEO, compared with 6.1 percent among FTSE 250 companies. Female representation was overall higher among FTSE 100 companies than FTSE 250 ones, with a higher share of female CEOs, executive directors, and non-executive directors.

As of March 2020, the share of women holding CEO positions in Russia was the highest in the education sector, exceeding ** percent. Slightly lower percentages were recorded in hospitality and healthcare sectors.

As of March 2020, the share of women in general management positions in Russia was rather stable and was the highest in micro-sized companies at ** percent of the total. To compare, in medium and large companies, the share of female CEOs was lower, measuring at ** percent.

A curated dataset of 20+ statistics on women in leadership for 2024/2025, covering global and U.S. representation, industry breakdowns, leadership pipeline, C-suite and CEO shares, boards, pay gaps, tenure, and the business impact of gender-diverse leadership. Compiled from third-party sources including LinkedIn Economic Graph, World Economic Forum, McKinsey, Fortune, Catalyst, IWPR, and others.

In 2019, across companies with Environmental, Social and Governance (ESG) data available on Bloomberg Terminal, there were **** female CEOs in the oil and gas sector worldwide.

The indicator measures the share of female board members and executives in the largest publicly listed companies. Publicly listed means that the shares of the company are traded on the stock exchange. The ‘largest’ companies are taken to be the members (max. 50) of the primary blue-chip index, which is an index maintained by the stock exchange and covers the largest companies by market capitalisation and/or market trades. Only companies which are registered in the country concerned are counted. Board members cover all members of the highest decision-making body in each company (i.e. chairperson, non-executive directors, senior executives and employee representatives, where present). Executives refer to senior executives in the two highest decision-making bodies of the largest (max. 50) nationally registered companies listed on the national stock exchange. The two highest decision-making bodies are usually referred to as the supervisory board and the management board (in case of a two-tier governance system) and the board of directors and executive/management committee (in a unitary system). The data comes from the Gender Statistics Database of the European Institute for Gender Equality (EIGE).

The statistic shows the percentage of female CEOs in Fortune 500 companies in the United States from 1995 to 2014. In 2000, about *** percent of Fortune 500 CEOs were women.

The ranking of the largest 100 companies globally based on market value can be accessed here.

As of 2024, there were 19 women chief executive officers (CEOs) at FTSE 100 and FTSE 250 companies in the UK, with nine at FTSE 100 companies, and ten at FTSE 250 ones. This was down from 21 in 2022, the year with the highest number of female CEOs during the provided time period, contrasted with just twelve female CEOs at FTSE companies as recently as 2018. UK's gender pay gap still an issue In 2024, the difference between men and women’s median full-time hourly earnings was seven percent. By comparison, the gender pay gap in 2006 was 12.8 percent, indicating that some progress has been made to address the problem. Some age groups have a significantly larger gender pay gap than others, however. For those over 60, the gender pay was 13.5 percent, with gaps of 12.1 percent and 9.1 percent for workers in their 50s and 40s respectively. Additionally, the gender pay gap varies by industry, with a 29.8 percent pay gap in the finance sector, compared with 2.1 percent in accommodation and food services. Attitudes to gender equality As of 2025, around 45 percent of women in Great Britain thought that more should be done to achieve equal pay, with just a quarter of women believing that this had already been achieved. A larger share of women were in agreement that household responsibilities were not being shared equally, however, at 75 percent of British women. An even larger majority of women thought that more should be done to address sexual misconduct in Britain, with 80 percent of women feeling this way.

Nigeria NG: Firm with Female Top Manager: % of Firms data was reported at 13.900 % in 2014. Nigeria NG: Firm with Female Top Manager: % of Firms data is updated yearly, averaging 13.900 % from Dec 2014 (Median) to 2014, with 1 observations. Nigeria NG: Firm with Female Top Manager: % of Firms data remains active status in CEIC and is reported by World Bank. The data is categorized under Global Database’s Nigeria – Table NG.World Bank.WDI: Company Statistics. Firms with female top manager refers to the percentage of firms in the private sector who have females as top managers. Top manager refers to the highest ranking manager or CEO of the establishment. This person may be the owner if he/she works as the manager of the firm. The results are based on surveys of more than 100,000 private firms.; ; World Bank, Enterprise Surveys (http://www.enterprisesurveys.org/).; Unweighted average; Relevance to gender indicator: Women are vastly underrepresented in decision making positions at the top level in the private sector and this indicator monitors progress that has been made.

Financial overview and grant giving statistics of Montana Association For Female Executives

Financial overview and grant giving statistics of Central Pa Association Of Female Executives

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Research project data set for MBA requirement. Interviews and transcripts were employed as data collection methods. The information was obtained from female executives within elite law firms in South Africa. They contain information about their companies and specific practitioners which the researcher agreed to keep confidential and that is the basis on which ethical clearance was obtained. The research report anonymized all participants names. The data and information therein should therefore never be shared with third parties unless specific consent was acquired from the participants themselves. When the data was gathered participants were not advised not to share their names or organisational names. It would therefore be unethical to ever release the recordings publically. As it is possible that the release of this information would be detriment to the interests of the participants.

The overall representation of women in chief executive positions across industries worldwide is very low. In the utilities sector, where females are most represented in such roles, the gender made up for only ***** percent of all CEO roles as of 2019. The indutrials and the IT sectors have the lowerst share of female CEOs, which amounted to only ***** percent at the time.

Financial overview and grant giving statistics of Organization Of Women Executives

Financial overview and grant giving statistics of National Association Of Black Female Executives In Music And Ent

Graph and download economic data for Employed full time: Wage and salary workers: Chief executives occupations: 16 years and over: Women (LEU0254685100A) from 2000 to 2024 about occupation, full-time, females, salaries, workers, 16 years +, wages, employment, and USA.

Financial overview and grant giving statistics of Women Executives for Community Service Inc.

Financial overview and grant giving statistics of Association of Women Executives

Abstract The percentage of women in Peru's workforce overall has been growing at a steady rate, but there are still few women are seen in executive positions. This qualitative study describes the challenges in women's professional career advancement in a country in which the cultural pattern of business is dominated by men and where specific roles have been assigned to women. In-depth interviews were conducted with 24 professionals, 11 women and 13 men. The interviews were analysed using qualitative data analysis software. The results show that family responsibilities were the main challenge for female executives' career advancement. Moreover, family responsibilities were linked to other challenges, such as physical mobility, educational attainment, professional experience and informal networks. Family responsibilities can be considered a transcultural challenge to the career advancement of female executives. Finally, the study shows that a country's culture is an important challenge to career advancement, as in the Peruvian context where women are still considered responsible for attending to the family and are assigned a fundamental role in raising the children.