The corporate ladder has always been a challenging climb, more so for women. Recognizing the value of diversity and the need for a level playing field, the European Union (EU) has unveiled a bold plan: 40% of non-executive directors in major companies should be women by 2026. But why this number – and why now?

Let’s delve into the journey.

Artem / Pexels / According to the European Commission President, Ursula von der Leyen, “Diversity develops growth and innovation.” Thus, “having women in top job posts is clear.”

Taking Inspiration: Norway’s Revolutionary Stance

Years before the EU’s recent announcement, Norway had already set the wheels in motion. In 2005, they rolled out groundbreaking legislation mandating an increase in the number of women on corporate boards. The outcome? A phenomenal rise from 5% to 40% in female directors within a short span of seven years.

If one nation could pivot towards such change, why couldn’t a collective like the EU?

The EU Directive: More Than Just a Number

So, what does the EU’s directive really entail? Starting June 30th, 2026, large companies within the EU must strive for a 40% representation of the “underrepresented sex” (in most cases, women) in non-executive director roles. But there is a twist.

If two candidates – a man and a woman – are equally fit for the role, companies will be nudged to select the woman.

Tima / Pexels / Back in 2005, Norway (a non-EU country) already legislated that women should have lead roles in the corporate world.

Tracking and Transparency: Keeping Companies Accountable

One of the key elements to ensuring this directive’s success lies in its transparency requirement. Every year, listed companies will roll out the red carpet, showcasing gender data for their board members. If their numbers are not on track, they are expected to provide a clear strategy for reaching the stipulated objectives.

So, this is not just about ticking boxes. But it is about ensuring an inclusive approach to corporate governance.

Penalties and Consequences: Ensuring Compliance

The EU is not just making a request. It is laying down the law. Companies that do not align with these standards may have to face the music, which could be in the form of financial penalties.

In more stringent cases, a judicial body might step in, revoking their board director selections.

Tima / Pexels / Today, as we speak, France is at the top, offering a 45% quota for women in the corporate world.

Present Scenario: A Mixed Bag of Results

Let’s take a snapshot of the current landscape. Overall, 30.6% of boardroom seats across the EU are occupied by women. Kudos to France for taking the lead. Not just meeting but surpassing their 40% quota with a 45% female representation. Other frontrunners include Italy, the Netherlands, Sweden, Belgium, and Germany, each juggling figures between 36% and 38.8%.

But it is not all rosy. Countries like Hungary, Estonia, and Cyprus lag behind, with female representation below 10%.

Parting Thoughts

The 40% quota is not just a target but a transformative vision for the EU. It is a commitment to harnessing diverse talent, perspectives, and strengths in the highest echelons of the corporate world. This initiative ensures women have a voice and a significant seat at decision-making tables in a landscape where women constitute half the population.

Thus, the EU’s initiative is not just about equality. It is about a brighter, bolder, and more balanced future.