What: Despite progress toward 2026 gender parity targets, structural barriers and traditional role segregation continue to hinder women's advancement to key operational and CEO-track positions in French companies.

Why it is important: The persistence of gender disparities in leadership roles not only impacts corporate performance and innovation but also reflects broader societal challenges in achieving workplace equality, particularly as companies face increased scrutiny of their DEI initiatives.

The landscape of gender parity in French corporate leadership reveals both progress and entrenched challenges. While 47% of SBF 120 companies have reached the 2026 target of 30% women in executive committees, significant barriers remain. Women represent less than 20% of division directors and 13% of financial directors, while being overrepresented in HR (62%) and CSR (78%) roles. The sectoral divide shows industrial and tech sectors at 21% female representation compared to 39% in real estate. Many CAC 40 companies are choosing to expand their executive committees rather than implement fundamental change, suggesting the need for more systemic transformation.

IADS Notes: French companies face significant challenges in achieving gender parity in 2024. Sectoral disparities range from 21% women representation in industrial/tech sectors to 39% in real estate. A double glass ceiling affects both management positions and strategic roles. While women dominate HR and CSR, they remain underrepresented in operational roles. Though 47% of SBF 120 companies meet the 2026 target, only one in eight reaches the 2030 goal. The tendency to expand executive committees rather than restructure existing leadership indicates the need for deeper organisational change.

CAC 40 and Rixain law: only 50% of companies ready for 2026, Press Release, english

BCG report: Quelle place pour les femmes à la direction des entreprises du CAC 40 et du SBF 120 ?