The number of women managers in Spain falls to 38.4%
The presence of women in senior management in Spain has fallen in the last year, standing at 38.4%, two points below the previous year’s figure, according to Grant Thornton‘s Women in Business 2025 report. Despite this drop, Spain continues to lead the European ranking in terms of female leadership in business, surpassing the European and global average, both with 34%.
According to Ramón Galcerán, president of Grant Thornton, “equity is positive. Spanish companies are aware of the relationship between gender diversity and better performance and have accelerated their actions and policies in the last year, which has allowed Spain to once again achieve excellent positions. The rumblings of possible setbacks that have been making headlines in recent months should not detract from the objectives that companies have set themselves in terms of equality at both national and European level. The conviction of their usefulness, the results of their implementation and the progress they ensure will prevail over regulatory setbacks or states of opinion.”
The number of female managers is declining
However, concern is growing over the drop in the number of women in top positions. The number of female CEOs has fallen by seven points to a meager 19.3%, while the number of female presidents is even lower, at just 4.5%.
Regional differences and pressure factors
The study reveals differences between autonomous communities. While Catalonia (44.2%) and the Community of Madrid (42.2%) lead in female managerial talent, regions such as Andalusia (28.3%) and Galicia (36.8%) have recorded significant declines.
“Labor regulations on gender diversity have been strengthened and companies have to be vigilant to know whether or not they will be obliged to incorporate them in the coming months. But, beyond mere compliance with the new regulations, it is necessary to take advantage of the new regulatory situation to protect the business and achieve competitive advantages,” says Aurora Sanz, managing partner of Grant Thornton’s Labor and Employment practice.
The private sector puts more pressure on gender diversity than the public sector
On the other hand, the private sector exerts greater pressure on gender diversity than the public sector. Some 28.2% of companies report receiving pressure from clients, 22.4% from consultants and 19.7% from investors, while only 14.8% mention pressure from the government.
Strategies to promote female leadership
The corporate policies that have proven most effective in promoting women managers include linking bonuses to diversity targets (58.7%), mentoring programs (56.4%), family reconciliation measures (55.7%) and networking strategies (55%). In addition, one in four companies that have encouraged the appointment of women to their Board of Directors has achieved parity.
Isabel Perea, Audit Partner at Grant Thornton and leader of the Equity, Diversity and Inclusion Committee, warns: “To think that having 38% of women directors is a goal and that everything we needed has been achieved would be a mistake. The stagnation, with a two-point drop, shows the importance of continuing to work to improve these figures for the coming year”.
Photo caption: From left to right: Cristina Muñoz-Aycuens, director of Forensic at Grant Thornton; Irala Jiménez, member of the People & Culture department at Grant Thornton; Isabel Perea, Audit partner at Grant Thornton; Policarpo Aroca, director of MCBD at Grant Thornton; Aurora Sanz, managing partner of Labor at Grant Thornton; Andrea Álvarez, associate of Business Solutions at Grant Thornton; and Roser Torrents, senior manager of Audit at Grant Thornton.
