Based to the most recent Balance for Better Business report, there has been good progress made in the last year towards achieving gender parity. Notable developments include the start of gender pay gap reporting, the agreement reached on the EU Directive for women on boards, and the persistently high level of participation of women in the Irish marketplace.
The participation percentage for women in the 45–54 age group is approaching 80%, while overall representation is still around 60%.
The percentage of publicly listed business boards, or ISEQ20, at 39%, and other listed boards at 28%, indicate that the progress at the board level has continued to meet expectations.
Since being last assessed in 2021 at 22%, boards of private companies have been mostly stable, and this year they will fall short of their goal.
According to them, maintaining focus at the board level is essential to guaranteeing that advancement is sustained and uniform throughout all kinds of businesses.
Although there has been an improvement in the overall representation on boards, advancement in important decision-making roles is still occurring more slowly, albeit this varies according on the kind of organisation.
There are just two women who headboards of publicly traded companies (5.7%), whereas 12.8 percent of boards of private companies are chaired by women.
The problem still exists because just three women have attained the post of chair in publicly traded businesses; chief executive experience is the main route to chair responsibilities.
On the other hand, women are more prevalent as country heads of multinational corporations (18%) and as chief executives of private enterprises (21%).
The 30% Club Ireland's chair, Meliosa O'Caoimh, praised the report's conclusions and expressed her goal to see more women in senior management positions and on boards.
The firms making this transformation should be proud of themselves, as Ms. O'Caoimh stated: “Seeing a consistent year-over-year increase in gender balance on boards here is an important progression.”
“Businesses with more diverse boards tend to do better than those with fewer diversity. But senior executive development, which is essential to both corporate performance and board-level talent, is still under regular observation and is a major component of our agenda-driven activities.”