Mujeres en los negocios 2025

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Otra generación en riesgo: la paridad aún está a más de 25 años.

El informe Mujeres en los Negocios de Grant Thornton de este año revela que, sin una acción inmediata, la paridad de género en los puestos de alta dirección en las empresas del mercado medio no se logrará hasta 2051, un duro recordatorio de la urgencia de abordar la desigualdad de género.

Claves globales

Mujeres en puestos de liderazgo

Aunque algunas economías están cerca de alcanzar la paridad en los puestos de liderazgo senior, la tasa de cambio global es preocupantemente lenta: avanza a un ritmo que generaría preocupaciones si se discutiera la tasa de crecimiento económico. Y, sin embargo, ambos escenarios tienen consecuencias similares y de gran alcance para la economía mundial.

The regional picture over time

Percentage of senior leadership roles held by women, shown by region and country over the last 21 years

List view

Pause movement

Source: Grant Thornton International Business Report (IBR) research into the views and expectations of senior leaders within the mid-market for 21 years

				% women in senior management
Country Name	Country Code	X Coordinate	Y Coordinate	2025	2024	2023	2022	2021	2020	2019	2018	2017	2016	2015	2014	2013	2012	2011	2009	2007	2004
Global	GL	92.5	118	34.0%	33.5%	32.4%	31.9%	31.2%	28.7%	28.8%	24.1%	24.5%	23.5%	22.3%	24.0%	24.2%	20.9%	20.2%	23.9%	24.1%	19.4%
Argentina	AR	27	11	34.9%	30.8%	29.4%	30.5%	30.8%	23.6%	19.8%	22.9%	15.0%	17.6%	15.7%	25.0%	18.1%	19.5%	18.3%	17.4%
Australia	AU	92	15	36.5%	39.6%	39.5%	32.0%	32.4%	28.4%	41.9%	15.1%	23.3%	22.9%	22.0%	22.0%	22.5%	24.2%	27.1%	23.0%	21.9%	22.1%
Brazil	BR	28.5	24.6	36.7%	37.1%	38.6%	37.8%	39.0%	34.4%	25.4%	29.5%	18.7%	18.5%	15.2%	22.0%	23.1%	26.5%	23.7%	28.7%	42.0%
Canada	CA	16	70	34.7%	35.5%	38.6%	30.4%	35.6%	32.0%	28.4%	25.0%	23.4%	26.4%	25.1%	23.0%	26.6%	25.1%	27.8%	27.9%	18.6%	22.4%
China	CN	80	48	35.3%	32.6%	35.4%	32.3%	28.6%	31.4%	28.3%	30.9%	31.3%	29.8%	24.7%	38.0%	39.0%	25.2%	33.8%	31.4%	31.9%
Egypt	EG	57.1	37.7	30.3%
France	FR	46	53	37.7%	37.9%	34.8%	31.1%	32.9%	27.9%	18.5%	32.8%	30.9%	28.0%	32.6%	24.0%	25.7%	23.8%	21.2%	17.8%	21.2%	20.7%
Germany	DE	52	56	30.1%	30.6%	29.9%	34.9%	38.2%	29.8%	35.5%	23.2%	18.4%	15.2%	14.0%	14.0%	31.3%	12.9%	11.4%	17.4%	11.6%	16.3%
Greece	GR	54.7	46.3	30.7%	31.6%	36.8%	28.3%	32.6%	24.5%	21.8%	26.0%	19.8%	26.7%	27.0%	29.0%	29.5%	21.3%	29.9%	23.0%	20.6%	22.0%
India	IN	72	36	36.5%	33.9%	36.0%	38.0%	39.1%	29.9%	28.2%	19.8%	16.9%	16.2%	15.2%	14.0%	18.9%	14.5%	9.2%	15.4%	13.9%	11.7%
Indonesia	ID	91	28	36.3%	37.4%	38.7%	38.1%	37.7%	36.6%	31.9%	42.6%	45.6%	36.2%	20.2%	41.0%
Ireland	IE	41	57	36.5%	36.0%	40.3%	30.5%	32.8%	31.1%	34.9%	31.8%	26.0%	19.1%	24.4%	23.0%	21.2%	21.3%	19.4%	21.5%	21.0%	15.6%
Italy	IT	49.7	46.3	34.8%	35.7%	34.0%	29.9%	29.0%	27.6%	24.3%	33.9%	26.9%	29.0%	26.1%	30.0%	23.8%	36.0%	21.6%	21.0%	14.3%	18.2%
Japan	JP	90	50	18.4%	19.5%	15.9%	14.9%	14.7%	12.1%	15.4%	5.4%	7.1%	7.3%	7.8%	9.0%	7.4%	5.3%	8.1%	6.6%	6.6%	7.6%
Kenya	KE	59.7	29.2	37.9%
Malaysia	MY	79.6	28	36.2%	39.6%	40.4%	40.1%	36.9%	33.4%	22.7%	27.9%	24.2%	26.5%	22.4%	25.0%	25.8%	28.3%	31.3%	31.3%	23.0%
Mexico	MX	14	37	38.9%	36.2%	38.0%	32.6%	35.0%	36.9%	25.5%	33.9%	23.9%	18.2%	22.5%	28.0%	22.8%	18.3%	18.5%	30.9%	20.4%	26.6%
Morocco	MA	45.7	40.9	34.2%
Nigeria	NG	48	30	34.0%	40.6%	38.7%	37.7%	35.7%	36.2%	38.5%	30.1%	29.3%	28.8%	20.5%
Philippines	PH	87.8	35.8	43.0%	43.1%	48.8%	39.2%	48.0%	42.9%	37.5%	46.6%	39.5%	39.0%		40.0%	37.1%	38.6%	34.8%	47.5%	50.3%	39.4%
Singapore	SG	84.5	28	36.3%	31.3%	49.3%	33.8%	32.8%	30.7%	33.0%	29.7%	29.8%	25.8%	22.9%	23.0%	27.4%	23.1%	29.9%	27.9%	20.8%	23.0%
South Africa	ZA	53	13	47.2%	42.0%	41.0%	42.5%	43.4%	40.1%	24.2%	29.0%	28.2%	22.7%	27.3%	26.0%	28.2%	28.1%	27.4%	27.9%	29.3%	26.5%
South Korea	KR	94	62	21.7%	19.6%	23.5%	21.1%	18.3%	16.5%	29.9%
Spain	ES	42	47.2	40.4%	40.3%	37.6%	35.9%	33.5%	33.8%	29.7%	27.2%	27.2%	25.8%	25.6%	22.0%	21.4%	24.1%	22.2%	20.6%	17.3%	14.1%
Sweden	SE	51	68	35.3%	34.3%	30.5%	32.0%	30.1%	26.9%	21.6%	29.5%	28.5%	25.8%	28.0%	26.0%	26.8%	22.9%	26.7%	21.5%	22.5%	17.7%
Thailand	TH	79.7	37.8	43.1%	41.0%	36.6%	38.0%	34.2%	33.5%	19.4%	42.1%	31.4%	37.1%	27.2%	38.0%	35.8%	39.3%	45.0%	37.8%	39.2%
Turkey	TR	59.6	46.2	41.3%	41.0%	36.9%	40.3%	34.9%	35.9%	33.9%	27.2%	23.2%	20.5%	25.7%	25.0%	30.0%	31.0%	25.0%	28.7%	17.2%	20.4%
United Arab Emirates	AE	62.9	39	26.1%	22.9%	27.1%	27.5%	26.3%	22.7%	24.2%
United Kingdom	GB	45	62.6	36.3%	33.5%	32.5%	32.3%	33.5%	29.3%	25.6%	22.5%	18.7%	21.0%	22.2%	20.0%	19.0%	20.2%	23.1%	20.7%	19.3%	17.6%
United States	US	12	55	34.0%	34.8%	30.8%	33.3%	32.3%	28.3%	31.1%	21.2%	22.7%	23.2%	21.1%	22.0%	20.3%	16.9%	15.0%	20.3%	23.3%	19.8%
Vietnam	VN	84.8	44	37.4%	33.4%	33.5%	33.3%	38.9%	32.9%	36.9%

Impulsores de la diversidad

Actuar con valentía y fijar objetivos ambiciosos

Las empresas deben contar con un objetivo claro sobre el porcentaje de mujeres que debe haber en puestos de alta dirección.

Respaldar a la mujer en cada etapa profesional.

Las empresas deben establecer metas en estos ámbitos clave, apoyar a las mujeres a lo largo de su carrera profesional y favorecer su promoción profesional.

Ejercer presión sobre socios externos en todos los puntos

de las cadenas de suministro para que aumenten el equilibrio de género en sus equipos de trabajo.