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

“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


Central to the 25x25 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.

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.



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

We currently have 19 members.

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Join us in this collective endeavour