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Women in Senior Management on the Decline in Malaysia
As published in The Edge Weekly, Business Today, Astro Awani (English) and Bernama, Astro Awani and SinarDaily (Bahasa Malaysia) dated 12 March 2025.
Kuala Lumpur, 12 March 2025: The Grant Thornton Women in Business Report reveals a concerning decline in the number of women in senior management in Malaysia. The findings found that the number has dropped from 40.4% in 2023 to 39.6% in 2024, and further to 36.2% in 2025.
Adding to this regression, the number of businesses without a woman in their senior management in Malaysia has increased to 9.3% in 2025, up from just 2.8% in 2024.
“These findings reflect a step backward in achieving gender-balanced leadership. This is a call to action for businesses to improve their efforts in promoting gender equality at the highest levels of leadership,” said Ms Foo Lee Meng, Audit & Assurance Partner of Grant Thornton Malaysia.
Despite the overall decline in representation, the report highlights an increase in some key leadership positions held by women in Malaysia. 57% of women hold Chief Human Resources (HR) Officer roles, up from 55.1% last year. Similarly, 36% of women hold Chief Marketing Officer (CMO) roles, up from 23.4% last year and 16.3% women hold CEO and Managing Director roles, a 4.2 pp increase since 2024.
However, 46.5% businesses are also reporting a decline in the number of women Chief Financial Officer (CFO) positions, down from 54.2% last year and 18.6% businesses have women Chief Operating Officer, down from 21.5% last year.
“While progress is being made, women's advancement remains uneven. The rise in female CEOs and Managing Directors is encouraging, but at 16%, it still falls short of the global average of 21.7%,” added Foo Lee Meng.
The report also highlights that external pressure is the key to spurring momentum on gender diversity. In Malaysia, 70.9% of businesses have received requests from clients, investors, regulators, or other external entities to show the gender balance of their senior management team, or commitment to gender diversity initiatives.
The most potent pressure for change comes from potential new investors (32.6%) partner organizations (31.4%) and potential clients (29.1%).
“External pressure plays a crucial role in driving gender parity, serving as a powerful push factor that encourages businesses to prioritize and accelerate diversity initiatives,” said Foo.
The pressure is paying off and by taking action to increase gender diversity as 55.7% of businesses reports an increase in the proportion of women in their senior management positions.
In the Women in Business report, leaders of mid-market businesses identified several benefits from gender diversity initiatives in areas including decision-making, innovation and financial performance, as well as cultural benefits.
Businesses reported that having gender equality target and strategies have created a culture where all employees feel that they have an inclusive work environment (29.1%). They also feel that they are treated equally within the firm (27.9%) and they also feel that the equality strategies have enhanced their firm’s innovative capacity (25.6%).
The key takeaway from this year’s Women in Business research is clear: we must act now to avoid another missed generation of opportunity. While we’ve made great progress in the past few years, bigger and bolder strides are needed as we push for gender parity.