Gender Diversity on Supervisory Boards: Research Results

In collaboration with the NGO "Women on Boards Ukraine," Deloitte Ukraine presented the results of a research on gender diversity and inclusion in the supervisory boards of Ukrainian companies and institutions. The research focuses on the importance of gender diversity as one of the key components of effective governance.

In light of the shortage of qualified personnel—particularly at the executive level—in the labor market, the urgency to attract talent with diverse backgrounds and experiences is growing. Ukrainian society needs to become more open to diversity and actively foster inclusion. Although women represent a vital part of human capital, their creativity, intellect, and leadership potential remain largely underutilized.

The research aims to raise awareness among business leaders and public officials about the role of women on supervisory boards as key contributors to economic progress, and to encourage positive changes in their representation and active participation in corporate governance.

The research involved 66 members of supervisory boards—both local and international—representing 54 unique Ukrainian private and state-owned companies, NGOs, and public institutions. Both qualitative and quantitative methods were used to prepare the report, including a digital survey and interviews.

What Role Does Gender Diversity Play on Supervisory Boards?

The vast majority of respondents—95% of women and 92% of men—believe that gender diversity has a positive impact on the effectiveness of supervisory boards. This aligns with global trends: diverse leadership bodies tend to make more balanced decisions, foster innovation, and help minimize risks.

Nevertheless, women remain underrepresented at the strategic leadership level. Of 316 supervisory board positions across 54 surveyed organizations, 96 are held by women. While 87% of companies have at least one woman on their supervisory board—indicating positive, though still limited, progress—this remains insufficient to achieve meaningful gender balance. Almost half of the organizations represented in the survey are the companies with 1000 or more employees. These are largely representatives of the banking sector, state-owned enterprises. These organizations tend to show greater interest in DEI, largely due to their active collaboration with international partners in recent years, who have increasingly prioritized this matter. Despite being underrepresented, women report feeling like equal participants in board work. Both men and women recognize that women make a significant and positive contribution to board performance.

Workplace Discrimination: How Serious Is the Problem?
 

Despite a strong sense of belonging, 86% of women and 70% of men reported either witnessing or personally experiencing workplace discrimination. However, most are reluctant to openly acknowledge this issue.

The common manifestations of discrimination include:

• Gender pay gap

• Scheduling work meetings outside of working hours

• Verbal abuse and sexist jokes

• Accusations of excessive emotionality or devaluation of emotions

• Demonstration of gender bias and decision-making based on it

These issues pose a direct threat to business: 32% of women confidently stated they would leave a company if they experienced discrimination. This creates a significant risk for organizations that fail to address or prevent such issues. 

Are Companies Doing Enough to Combat Discrimination?

Despite widespread support for gender equality, most companies lack a systemic approach to tackling discrimination. Instead, they tend to implement isolated initiatives. For example, 56% of companies have introduced remote or hybrid work models to support flexibility, and 38% offer training on Diversity, Equity, and Inclusion (DEI).

However, critical mechanisms remain weak or entirely absent. Only 24% of companies have established clear anti-discrimination policies, 29% collect data on gender representation, and just 15% evaluate gender pay gaps.

The most pressing issue remains the lack of effective sanctions for discriminatory behavior—many companies simply overlook the problem.

Diverse Leadership as a Strategic Focus
 

Despite the challenges, there are signs of progress: 54% of women and 65% of men believe that DEI (Diversity, Equity, and Inclusion) issues in Ukraine have advanced over the past three years.

Still, for these changes to become systemic, companies must move beyond one-off efforts and adopt comprehensive, long-term approaches. This includes implementing clear policies, conducting training, collecting and analyzing data, and creating responsive mechanisms to address discrimination.

Only then can a truly inclusive environment be built—one where everyone has equal opportunities for professional growth.

Increasing gender equality on supervisory boards is not just a matter of social justice; it is the cornerstone of sustainable development, innovation, and the long-term competitiveness of Ukrainian companies. In the context of the country's recovery, inclusive corporate governance is no longer optional—it is essential.

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