The banking sector has a low share of women in management positions, especially in the middle and top levels. However, non-management roles are more gender balanced, and the lowest management level has a higher percentage than the overall GIR sample. The fact that there is a 15 percentage points gender gap between the lowest and lower management levels indicates that the Banking industry is not taking full advantage of the diverse talent pool.
When it comes to female pipeline management, there is a somewhat positive trend in the Banking industry, with 40% of promotions in lowest and lower management going to women. However, the situation becomes less encouraging for middle and top management levels. Women represent less than 30% of middle/top management hires and promotions. Those figures emphasize the need for increased efforts to recruit, develop, promote, and retain women in middle and top management positions to achieve a more balanced and diverse leadership landscape.
It is evident from the Banking industry GCI of 2.7 that women in this field face particularly significant obstacles to reach middle and top management positions.
In the Banking industry, there is a notable contrast in employment percentages between men and women at the non-management, lowest, and lower management levels. Though the gap diminishes at higher levels, it is worth noting that women may face a career disadvantage in reaching top management roles due to lower employment percentages at lower levels. This is due to the expectation of working full-time in leadership positions.