BCG: Companies with women in management show higher revenue

In developed and developing countries, companies with women in the management process show higher income - by 19%, according to a study conducted by the Boston Consulting Group (BCG), Report informs.

According to the study, such a result is achieved thanks to the introduction of innovative methods into the organization, which brings inclusivity, since people with different life and professional experiences see the same problem differently and can offer different solutions, which increases the likelihood of success.

"In a rapidly changing business environment, such flexibility helps companies adapt more effectively," the study notes.

BCG notes that the gender gap persists in various fields of activity, in particular in the financial sector.

According to the update, as of 2022, women occupied only 13% of CFO positions, and in general, the share of women was about a third at various management levels, and decreased at higher levels of the career ladder. In addition, 90% of the most attractive jobs in the coming years will be in technology, where women make up only 20-25% of executives, with equal levels of ambition for career growth (62% for women and 67% for men).

At the same time, in four healthcare sectors – insurance, medical services, pharmaceuticals and medical technology – women have achieved gender parity at almost all levels – from entry-level to management.

However, the “glass ceiling” continues to limit access to the role of chief executive officer (CEO), 85% of which, in healthcare, are men. BCG notes that to change this situation, it is necessary for CEOs and senior management to implement a policy of gender diversity among leadership positions, making this task a priority.

“It is vital that hiring and career development processes do not put women at a disadvantage. This is especially critical in light of evidence that some automated recruitment tools developed by major tech companies in recent years may unwittingly favour men,” the update says, emphasizing the need to identify promising female talent, support them in pursuing new opportunities and roles, and openly discuss the factors that influence their willingness to take career risks.

The update concludes that there is a pressing need to build a supportive infrastructure that will enable female leaders to thrive, including thoughtful onboarding programs, assistance in understanding the organizational context and strategic priorities of the company.