Short read
The gender leadership gap
The World Economic Forum Global Gender Gap Report 2022 found that just 31% of leadership roles are held by women, with recent UK analysis from Statista showing that as of 2022, there were just 21 female CEOs at the helm of FTSE 100 and FTSE 250 companies.
Despite this figure being low, this was actually the highest number of female CEOs during the assessed period (2016-2022).
Variation can be seen across different industries, with women generally hired into leadership positions where females are already highly represented. In 2021, the sectors recruiting more female leaders included non-governmental and membership organisations, education, and personal services and well-being.
And while gender parity has been improving, with the proportion of women hired into leadership positions growing and 2022 reaching 42.7% - the highest gender parity score yet – last year saw this trend reverse.
Moreover, while certain sectors have been narrowing the gender leadership gap more rapidly, there are several industries trailing behind. This includes technology, agriculture, energy, supply chain and transportation, and manufacturing.
Female representation in manufacturing
Across the 155 countries assessed in the 2022 Global Gender Gap Report, the ratio of women to men in manufacturing leadership positions was 19% vs 81% respectively in 2022.
“The food and drink industry, a cornerstone of global economies, has long been characterised by its dynamic nature and capacity for innovation. Yet, beneath the surface of this vibrant sector lies a persistent challenge – the underrepresentation of women in leadership roles,” Amba Griffin-Booth, senior associate for Browne Jacobson LLP said.
“This disparity not only highlights a significant issue of gender inequality but also represents a missed opportunity for the industry to harness the full spectrum of talent and perspectives available.”
While things are improving, the industry is still fraught with obstacles – from pervasive stereotypes and biases to a lack of mentorship and networking opportunities.
“Women often face barriers to advancement, including unequal access to leadership roles and a gender pay gap that undervalues their contributions. These challenges are compounded by a culture that has historically favoured male leadership, making it difficult for women to ascend to positions of power and influence,” she continued.
Research from global leadership consultancy DDI echoed her thoughts, with its 2023 Global Leadership Forecast finding that women are 12% less likely than men to receive leadership skills training and 15% less likely to be assessed to gain insights into their strengths and development gaps as leaders.
The report also found that, on average, only 24% of women leaders have had a formal mentor compared to 30% of men. This is heightened at senior level, with 27% of women having a formal mentor compared to 38% of men.
“Despite these hurdles, the importance of female leadership in the food and drink sector cannot be overstated. Women bring unique perspectives, innovation and leadership styles that are crucial for addressing the complex challenges facing the industry today,” Griffin-Booth emphasised.
Indeed, there is research to suggest that women can impact your business’ bottom line. The DDI study, for example, found that companies in the top 10% for financial performance have more female leaders.
What can we do?
“Acknowledging the need for diversity and inclusion is only the first step,” added Griffin-Booth. “The industry must move beyond token gestures and commit to substantive, actionable strategies that address the root causes of gender disparity.
“This includes creating transparent pathways for career advancement, offering mentorship and networking opportunities tailored to women's needs, and implementing equitable pay practices. Additionally, fostering an inclusive workplace culture that challenges stereotypes and biases is essential for making women feel valued and supported.”
She outlined five actions businesses can take to empower women and open up more opportunities for leadership roles in the future.
- Leadership commitment: Senior figures must lead by example, demonstrating a genuine commitment to gender diversity and inclusion at all levels of the organisation.
- Mentorship and sponsorship: Establishing mentorship programmes that connect women with experienced leaders can provide invaluable guidance, while sponsorship opportunities can help women gain visibility and advance in their careers.
- Flexible working arrangements: Recognising the diverse responsibilities and challenges women may face outside of work, flexible working arrangements can support work-life balance and retention.
- Education and training: Offering training programmes that focus on leadership development, negotiation skills, and confidence building can equip women with the tools they need to succeed.
- Creating safe spaces: Encouraging open dialogue about gender issues and creating safe spaces where women can share their experiences and challenges is crucial for understanding and addressing barriers to inclusion.
Keep an eye out for our final article in this three-part series focused on women in manufacturing, where we'll be hearing from four UK female food founders.
