For years, companies treated gender equality as a matter of optics, reputation, or compliance. The latest Grant Thornton data pushes that conversation somewhere more concrete. Companies investing in gender equality are not only signalling progressive intent. They are showing stronger business momentum across revenue, hiring, and export growth. That matters because it shifts the discussion away from symbolism and back to something companies say they care about most: performance.
What makes the Grant Thornton report especially difficult to dismiss is that it does not frame gender-balanced leadership as a charitable extra. It frames it as a commercial advantage. At a time when businesses are competing for talent, resilience, and long-term growth, the findings suggest that equality is not a distraction from performance. It may be one of the clearest enablers. And yet, even with this evidence, women remain underrepresented where executive power sits, especially in the Indian corporate context.
Grant Thornton shows that companies that invest in gender equality grow faster.
The latest Women in Business research by Grant Thornton International Ltd. shows that mid-market companies that continued or expanded gender equality initiatives did better in 2025. The study covered more than 15,000 businesses across 35 economies. Around 73% of companies reported revenue growth of more than 5%. At the same time, 56.2% said their workforce grew by over 5%. Moreover, 48.8% of companies saw exports increase by more than 5%.
Companies that invested in gender equality were not doing it just for optics. They were seeing real business results. In many cases, these firms were growing faster than others that did not focus on inclusion.
The report also points out that when leadership teams include people from different backgrounds, they bring more ideas to the table. It helps companies make better decisions and avoid blind spots.
Grant Thornton finds mid-market companies are taking gender equality more seriously.
Mid-market companies are now paying closer attention to diversity and inclusion. The report shows that 92.7% of companies already have diversity, equity, and inclusion (DEI) initiatives in place.
Grant Thornton reports that 75.8% of surveyed firms say they are committed to their gender equality initiatives. At the same time, 36.8% plan to introduce additional measures. It shows that many companies are going beyond basic policies and focusing specifically on improving gender balance.
The business case is clear: Companies investing in gender equality see tangible returns.
The business case is supported beyond Grant Thornton as well. The ILO’s Women in Business and Management: The business case for change examined nearly 13,000 enterprises in 70 countries. They report that more than 57% of respondents said gender diversity initiatives improved business outcomes.
Almost three-quarters of companies that tracked gender diversity in management reported profit increases between 5% and 20%. Most of them saw gains in the 10%-15% range. These numbers show that gender diversity directly contributes to stronger financial performance.
Companies also reported wider business benefits. Around 57% said they found it easier to attract and retain talent. More than 54% saw improvements in creativity, innovation, and openness. A similar share said gender inclusivity strengthened their reputation, while nearly 37% said it helped them understand customer sentiment more effectively.
Gender equality is delivering results, but leadership still lags.
Based on the data above, it is evident that firms see profit increases of 5% to 20% when more women step into management roles. They also report better hiring outcomes, stronger innovation, and improved reputation. Yet, the International Monetary Fund Global Gender Gap Report 2025 shows that women hold only 35.4% of leadership roles, while men occupy 64.6% of these positions.
Even the latest report by Primeinfobase states that just 10% of executive director positions go to women. Additionally, only 5% of companies have a woman CEO or managing director.
When policy exists, but power does not move.
Many introduce diversity policies, set targets, or talk about inclusion, but leadership pipelines do not change at the same pace. Promotions, succession planning, and key decision-making roles still favour patriarchal norms. As a result, progress slows down before it reaches the highest levels.
The issue, then, runs deeper than awareness. Companies struggle with follow-through. Real change requires them to rethink how they select, promote, and support leaders.
The Changeincontent perspective
At this point, companies do not lack evidence. They lack excuses. If multiple reports are showing that companies investing in gender equality grow faster, hire better, innovate more, and build stronger reputations, then the old habit of treating gender balance as an optional social commitment looks increasingly unserious. The more useful question now is whether companies are willing to move from publicly supporting inclusion to structurally rewarding it.
That means changing what leadership pipelines actually reward. Not just who gets hired, but who gets stretch assignments, who gets sponsorship, who is retained after care-related interruptions, and who is seen as succession material. Women do not disappear from the corporate ladder because the business case is unclear. They disappear because organisational follow-through still weakens as power starts to become concentrated.
Equality is already proving its value. The failure now is not conceptual. It is operational.
The closing thoughts
Companies no longer need to ask whether gender diversity works. Multiple data already show that it does. Flexible work, return-to-work pathways after career breaks, and strong mentorship can help women stay on track for leadership roles.
Companies need to hold senior leaders accountable for building balanced teams rather than treating it as an optional goal. In the end, change will come from everyday decisions. Who gets the next opportunity, who gets visibility, and who gets trusted mentorship will decide whether more women reach the top.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content. We broadly define inclusivity in terms of media, policies, law, and history. It encompasses all elements that influence the lives of women and marginalised individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
