Women more likely to hold CFO or HR roles than CEO positions

Ireland Nears Gender Parity in Leadership—But the C-Suite Still Eludes Women

In a striking turn of events for corporate Ireland, the latest Women in Business 2026 report from Grant Thornton reveals a nation on the cusp of gender parity at the highest levels of business—yet still wrestling with the stubborn “glass ceiling” that keeps women from ascending to the very top.

Between July and October of 2025, Grant Thornton surveyed over 100 Irish companies, unearthing both encouraging progress and stubborn roadblocks. On the bright side, all-male leadership teams have plummeted from 16% to just under 7% in just one year. Female representation in senior management has climbed to 41%, outpacing the global average of 33%. For the first time, Ireland is setting the pace for gender diversity in leadership.

But the headline numbers mask a deeper imbalance. Women are far more likely to occupy roles like CFO (63%) or HR director (58%) than CEO or chair. In fact, they are 30 times more likely to hold those mid-tier leadership roles than to reach the very top. The data paints a picture of progress that is broad but shallow—women are everywhere except where the real power lies.

Amanda Ward, co-head of consulting at Grant Thornton, put it bluntly: “The progress is undeniable. But the data also shows that women continue to be heavily represented in specific leadership roles while underrepresented in CEO or chair positions. The true long-term sign of progress will ultimately be if women are equally able to land the top job.”

The report also highlights a new dynamic in the workplace: gender balance is now a deal-breaker for both job seekers and employees. Nearly one in seven companies reported that candidates have asked about the gender makeup of senior leadership before accepting a role. Almost half of employees surveyed said they feel more equally treated thanks to gender equality strategies already in place.

Ward emphasized that this isn’t just about optics. “Gender diversity is not a box-ticking exercise. Prospective employees are increasingly asking about the gender balance of senior leadership teams and looking for tangible evidence of equality commitments before accepting roles. Businesses that embed meaningful gender equality strategies are not only strengthening decision-making at the top but also positioning themselves for long-term success.”

Steve Tennant, managing partner at Grant Thornton Ireland, added a note of urgency: “Expectations have moved on—customers, investors, and talent increasingly judge firms on the seriousness of their commitment to gender diversity. This isn’t optional. Organizations that fail to act will fall behind. While the progress made so far is encouraging, we need to keep the momentum going if we are to finally and decisively break the glass ceiling.”

The findings are a clarion call to Irish businesses: the era of all-male leadership is ending, but the final climb to the C-suite remains steep. If Ireland is to truly lead the world in gender equality, it must ensure that women aren’t just present in the room, but at the head of the table.

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