Commit to the 25×25 framework

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

The 25×25 framework

Our focus is on the CEO

our mission

Ensure your company has a five-year succession plan in place which includes stretching targets that are commensurate with your company’s development. These targets should include the top three senior levels.

“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 x 25.”

Helge Lund

Chair, bp


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

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

Review new skills and roles such as digital.


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

Find out about our public data tool

“Setting the tone from the top, pushing for culture change, encouraging the CEO to lead from the front and to set targets, and holding management accountable are just some of the ways boards can have a positive impact.”

Sharon Thorne

Global Chair, Deloitte


Provide sufficient and appropriate support for women on CEO pathways over five years.

Learn more about our case studies

“Pennon is one of only a handful of top FTSE businesses to have both a female CEO and Chair.  If there was ever a time to put gender-balance at senior levels at the top of our agenda and leading by example, then that time is now.”

Susan Davy

CEO, Pennon Group


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.

Join the Ambassadors’ Club to ensure best practice is effectively communicated.


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 case studies

“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

At launch, we have 14 companies as sponsors and members.

Show leadership

Join us in this collective endeavour