In our latest analysis of the S&P 500, we examined how gender and age intersect in top leadership roles. One striking insight: women enter executive roles earlier, but still hold just 21% of them. While boards show somewhat more balanced gender representation, women remain underrepresented across both executive and board positions, especially at older age brackets.
Key findings on gender and age distribution
- Women account for 21% of executive roles, while 31% of board seats are held by women, indicating boards are closer to gender parity.
- Women enter C-level roles younger than men. A combined 91% of women executives are between the ages of 45 and 64, compared to 79% of men in the same range.
- Representation of women declines more sharply in older age groups: no women executives are aged 75 or above, compared to 3% of men.
- Among board members, the age distribution is more balanced across genders, with 53% of women and 50% of men aged 65–74.
- Yet, women board members are still less likely to be present in the oldest age category: 5% of women vs. 12% of men are over 75.
Early entry, limited longevity?
The data shows that women reach leadership positions earlier, particularly in executive roles. However, their presence declines in older age brackets. While this may reflect differences in tenure, retirement patterns, or other organizational dynamics, further research is needed to understand the underlying factors driving this trend.
Boards show greater stability in gender-age distribution
Compared to executive roles, board memberships display more equal representation across age groups. Both men and women are most commonly aged 65–74, and the entry and exit ages are more evenly distributed. Nonetheless, full gender parity has not yet been achieved, with men still occupying the majority of board seats.
Further insights on S&P 500 leadership
This analysis builds on our broader research into leadership demographics in the S&P 500. For example:
- Explore age distribution across S&P 500 leadership
- See our analysis of racial representation in S&P 500 leaders
- Firms led by CEO women and financial performance
These additional perspectives help contextualize gender dynamics within the wider landscape of diversity in corporate leadership.
Closing thoughts
The intersection of age and gender in leadership sheds light on important disparities in representation across top leadership. By monitoring these patterns over time, organizations can better understand their leadership pipelines and evaluate progress toward a diverserepresentation.
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