Commit to the 25×25 framework

Improve gender-representation at senior executive levels by adopting best practice.

The 25×25 framework

A succession and talent planning framework

Pathways to CEO

Central to the 25×25 framework is the Pathways to CEO analysis. This focusses on Direct Profit Center Experience roles and others which allow people to develop the right leadership skills.

“What 25×25 is really doing is shining a light on the different journeys you can go on; shining a light on what’s possible; and reminding people that it is possible to go to that level.”

Katie Murray

Chief Financial Officer
NatWest Group

“I don’t think there is one pathway. What is very important is not to try to put people in a box. You need to think out of the box. You need to think early and you need to think broadly.”

Jean-Pascal Porcherot

Managing Partner
Lombard Odier Investment Managers

  Ensuring women are given the right opportunities at the right time.

  Ensuring company requirements for roles on the pathway to CEO are reasonable for women.

  Planning for forward-looking leadership skills, such as digital.

ACCOUNTABILITY AND TARGETS

Ensure the right accountability is in place, and that targets are effectively measured.

“On aggregate, we have almost 40 percent females in our top three levels. My executive team is 33 percent women. And we have targets to get to a 50:50 gender balance.”

 

Alison Rose

CEO, NatWest

“My experience is that the most effective teams are made up of people whose backgrounds and ways of thinking differ. bp is pushing hard for gender parity among our top 120 leaders by 2025, which is why I am proud to be an ambassador for 25×25.”

Helge Lund

Chair, bp

Dr Charles Woodburn, Group CEO, BAE Systems

SHARING OF BEST PRACTICES

The 25×25 framework was developed in consultation with ca. 200 corporates including 90% of the FTSE100 companies.

Take collective responsibility by becoming a member of 25×25.

FOR ALL WOMEN

The language of business can exclude women from different cultural-economic backgrounds. Ensure the processes and procedures work for all women regardless of background.

Rewrite the corporate image by providing new role models.

Find out more about our members’ role models  on Members’ Voices.

“For women from more challenged backgrounds, the pathways to CEO are even harder. Here is the opportunity to reshape in an equitable fashion for all.”

Sharmila Nebhrajani

Chair, NICE

You’ll be in good company

We currently have 20 members.

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Join us in this collective endeavour