The SNG Grant Thornton Women in Business 2025 Report gave us much to celebrate – but also a reality check. While South Africa continues to lead globally in advancing women into senior management, true parity remains a generation away. If we stay on the current trajectory, women entering the workforce today will still wait more than 25 years before experiencing gender-balanced leadership in mid-market businesses.
Now, in 2026, the message is stronger than ever: we cannot afford another missed generation.
South Africa’s Progress – and Its Gaps
Globally, women hold 34% of senior management roles, but South Africa has surged ahead with 47.2% – a remarkable leap from 26.5% in 2004. Women are particularly well represented in CFO (52.7%) and HR Officer (57.1%) roles. However, the percentage of women in CEO positions has slipped to 35.2%, showing that the glass ceiling at the very top still needs cracking.
Why It Matters in 2026
We’ve moved beyond debating whether gender diversity matters – the evidence is undeniable. Closing the gender gap in developing markets could boost GDP by 23% on average, and businesses with diverse senior teams consistently report:
- Better decision-making;
- Higher levels of innovation;
- More attractive reputations with investors and clients; andÂ
- Inclusive workplace cultures where employees feel valued.
The bottom line is clear: in 2026, businesses that fail to prioritise gender diversity will lose out – on talent, growth, and performance.
Pressure Is Driving Change
One of the strongest findings from the 2025 report was the role of external pressure. South African firms are increasingly being asked by investors (36%) and clients (35%) to demonstrate diversity in their leadership teams. These demands are proving effective: businesses that experience such pressure show higher levels of women in leadership.
The ripple effect is powerful – mid-market businesses are not just being pushed; they also have the leverage to demand diversity from their suppliers and partners.
The Next Leap: From Targets to Action
Despite progress, too many companies still lack measurable commitments. Globally, 63.9% of businesses had no targets for women in senior management in 2025. South Africa is ahead of the curve, but the challenge now is ensuring that targets translate into real, sustained change.
The most effective actions identified include:
- Board-level targets – 62% of businesses that set these saw improved gender balance.
- Mentoring and networking – companies setting goals here saw over 60% increases in female representation.
- Parental support policies – critical for retaining women through key life stages.
A Defining Moment
As we step further into 2026, the theme of “Accelerating Action” continues to resonate. Victor Sekese, Chief Executive of SNG Grant Thornton, put it plainly: “Achieving gender parity more quickly will lead to stronger economies, higher-performing businesses, and more inclusive cultures. The urgency to act is clear, but so is the opportunity for us all to embrace.”
2026 must be the year when companies move beyond good intentions and commit to bold, measurable action. Gender diversity is not just a matter of equity – it is a business-critical strategy for resilience and growth.