Bain & Company has just released the researchNo shortcuts: the path to female representation at the top and the value for companies, that seeks to understand the perception of the business community regarding the presence of women in corporate management and to explore the main barriers for them to reach the top. The consultancy still points out the necessary actions to create a favorable environment for the rise of female talent in Brazil.
"We need to emphasize that there has been an evolution and the representation of women in leadership positions has virtually doubled in the last five years", but it is still far from equity. In light of the growing questioning about the validity of investments in diversity, the research highlights the importance of diverse leadership for the sustainable growth of companies, exposes the barriers to women's advancement and suggests actions to accelerate this progress, observe Luiza Mattos, partner at Bain responsible for the study, leader of Health and Customer Experience practices in South America and responsible for the Women at Bain affinity group.
According to an analysis by Bain based on the 250 largest companies in Brazil, between 2019 and 2024, the number of women CEOs increased from 3% to 6%. The percentage of executives rose from 23% to 34% and the percentage of female board members increased from 5% to 10%. Based on this data, it is possible to verify that women begin to lose representation in leadership positions when they reach middle management, according to the graph below.
Advantages of diversity
the research indicates that the implementation of concrete actions aimed at diversity promotes gender equity and, additionally, strengthens competitiveness, demonstrating that inclusion is an essential driver for sustainable organizational success
There is also the perception that companies with diverse leadership are more innovative and open to new solutions. Furthermore, they are, on average, 1,8 times more identified as companies more action-oriented, focusing on value generation and reducing bureaucracy. Other perceived advantages are the incorporation of the customer's voice in decisions and the attraction of talent.
Lack of aspiration is a myth
Women aspire and trust that they can reach the top just as much as men, and both consider the desire to participate in strategic decisions and generate impact as the main influencing factors. However, men seek leadership 1,7 times more than women to meet social and family pressure and are 1,3 times more motivated by the associated status. The female employees seek leadership 1,2 times more motivated by the opportunity for personal development and balance between personal life and career.
People generally tend to evaluate their own gender more favorably compared to the opposite one. Men view women more positively in aspects of teamwork, but show less recognition in areas related to problem solving. On the other hand, women tend to rate male leadership performance in team development as significantly lower. Another difference is in the perception of equity in selection and promotion processes, that presents relevant divergences between men and women, especially in more senior positions
Four actions to boost the presence of women in leadership positions
To enhance gender equity and ensure a more inclusive corporate environment, Bain emphasizes that it is necessary to invest in four strategies that address structural and cultural challenges, promoting practices that enhance diversity and the appreciation of female talent
- Use data to support decisions:define DEI strategies and monitor the results, whenever possible linking them to business indicators to maximize impact
- Review processes and initiatives with leadership impact:draw a specific action plan for senior leadership, with effective and long-term actions, accompanied by clear goals that guide the organization
- Communicate with intention and build an inclusive environmentto intentionally communicate objectives and progress in diversity, promoting a narrative of inclusive leadership and a culture of equal opportunities for all
- Engage leadership and promote co-accountability:identify allies and promote deep leadership engagement, bringing the solution leaders closer, with the co-responsibility of everyone, including the board of directors
As a conclusion, the Bain survey indicates that the implementation of concrete actions aimed at diversity promotes gender equity and, additionally, strengthens business competitiveness and innovation, demonstrating that inclusion is an essential driver for sustainable organizational success
