The latest edition of Grant Thornton’s global research, Women in Business 2026, highlights one key message: the visibility of women in leadership is not only a matter of equality—it is also a driver of business success.

Why does visibility matter?

The presence of women in leadership roles has a direct impact on how an organization is perceived—by employees, investors, and prospective candidates alike.

When employees see women in senior positions, they are more likely to believe in their own career advancement opportunities. Candidates increasingly consider gender balance in leadership when choosing an employer. At the same time, investors are placing greater emphasis on evidence of diversity within management structures. In short, visibility shapes outcomes.

Gender balance as a growth driver

The research confirms a strong link between diverse leadership and business performance. Organizations that actively invest in gender equality are more likely to report:

• revenue growth
• workforce expansion
• increased innovation
• better decision-making

Companies with balanced leadership teams also demonstrate greater resilience and long-term stability. Importantly, this link is not theoretical—it is clearly evident in practice.

Concerning trends despite progress

Despite proven benefits, data shows a slight decline in the share of women in management, now at around 32.9% globally. Progress exists, but it remains fragile and uneven. Women are still more commonly represented in functional roles (such as HR or marketing), while significantly underrepresented in top executive positions.

This trend underscores the need for continued efforts—not only to help women reach leadership roles, but also to ensure they remain in them.

Visibility as a strategic advantage

Today’s market makes one thing clear: organizations that transparently communicate their commitment to diversity gain a competitive edge.

A visible commitment to gender equality:

• increases investor confidence
• attracts higher-quality candidates
• strengthens employer branding
• improves employee retention

More companies are recognizing that having a strategy is not enough—it must also be clearly communicated.

Talent chooses values

A notable finding from the research shows that as many as 91.9% of leaders consider gender equality policies when choosing an employer. In addition, candidates are increasingly requesting insights into leadership structures, female representation, and concrete plans to improve balance during the recruitment process. This means gender equality is becoming a key factor in attracting and retaining talent.

How to accelerate progress

To unlock the full potential of gender-balanced leadership, organizations should:

• clearly link equality initiatives to business outcomes
• ensure female representation in key decision-making roles
• develop sustainable career pathways and succession plans
• continuously communicate progress and goals

Visibility is not just about presence—it is about active participation in decision-making.

The Women in Business 2026 research sends a clear message: organizations that invest in the visibility of women in leadership achieve better business results. At a time when talent, investment, and reputation increasingly depend on corporate values, gender balance is no longer a “nice to have”—it is a business imperative.

For a deeper insight into global trends, data, and recommendations, download the full Women in Business 2026 report below.

Ako želite saznati kako unaprijediti rodnu ravnotežu u vašoj organizaciji ili implementirati konkretne mjere koje donose rezultate, our local experts  are here to help. Feel free to reach out—we would be happy to share our experience, insights, and tailored solutions with you.