Survey on the image of the executive branch and its appeal to women
For women (too), a predominantly positive view of executive power and a majority desire to access it, with a clear perception of the advantages of exercising this power.
For everyone, a desire to see power evolve towards more human values.
However, women have a much stronger perception of certain disadvantages of power, which make it less attractive than for men.
Support in gaining access to positions and once in post is seen by women as a means of making power more attractive.
Les Ateliers Entreprise et Mixité and its Club des Dirigeant(e)s Engagé(e)s, in partnership with Alter Egales, Talentu’Elles, ESSEC Business School, and Ipsos BVA, have published the results of their survey on the image of power in organizations and its appeal to female and male managers and executives. This study, initiated in particular in connection with the challenges of the Rixain law on diversity in executive committees, aims to understand the obstacles and levers for promoting a balanced representation of women and men in decision-making positions.
Here are the main findings of the survey:
🔍 A positive image, a desire to join, but unequal appeal among women and men
- Its image is mostly positive, but less so among women (58%) than among men (67%).
- 64% of women want to participate in a leadership role (compared to 73% of men).
- 47% of women aspire to become number one (compared to 58% of men).
✨ Women and men: the same perception of the appeal of power
- High income (38% of women and 42% of men)
- Freedom of action and organization (32% of women and 28% of men)
- Inspiring encounters (29% of women and 26% of men)
- Continuous learning (30% of women and 25% of men)
💡Women’s and men’s expectations regarding the exercise of power: more human values
For both women and men, the exercise of power should place greater emphasis on:
- Listening to and taking people into account (43% of women and 40% of men)
- Ethics and integrity (27% of women versus 20% of men)
- Job creation and societal value (30% of women and 27% of men)
⚠️However, there are disadvantages that are more off-putting for women than for men
- Tensions around ethics and values (75% of women versus 67% of men)
- Stress (78% of women versus 71% of men)
- Work-life imbalance (71% of women versus 64% of men)
⚠️To make power more attractive to women, the strength of support
- While women and men unanimously favour a group of leaders who collaborate in a spirit of mutual support (33%) and a balance between soft skills and hard skills in the exercise of power (31%), women stand out clearly in that they are just as strongly in favour of receiving support (coaching, mentoring, assistance) to attain leadership positions (33% of women and 26% of men) and knowing that they will receive support once in the position (33% of women and 25% of men).
🚀 Four ways to make leadership more attractive to women
- Support talent (coaching, mentoring).
- Demystify preconceived notions about stress and isolation.
- Promote listening, ethics, and societal impact.
- Emphasize job creation and value creation.
🗞️Read the article in Les Echos about the survey: here
🗞️Read the article in Business O féminin about the survey: here
🗞️Read the article in Cadre Emploi about the survey: here
🗞️Read the article in WAVE Les Elles de l’Auto about the survey: here
🌐Visit the Ipsos BVA website page dedicated to the survey: here
🌐Visit the ESSEC Business School website page dedicated to the survey: here
🌐Visit the Alter Egales website page dedicated to the survey: here
📱Discover the LinkedIn post by Ateliers Entreprise et Mixité about the survey: here
📱Discover the LinkedIn post by Alter Egales about the survey: here
📱Discover the LinkedIn post by Femmes des services du premier ministre about the survey: here
📱Discover the LinkedIn post by PWN Paris about the survey: here
📱Discover the LinkedIn post by Women’s Executive Network about the survey: here
📱Discover the LinkedIn post by Sud Radio about the survey: here
🎥 Watch Marie-Christine Mahéas appearance on Sud Radio‘s programme ‘La force de l’engagement’ (The Power of Commitment) discussing the survey: here
📰Read the summary of results:
📊 Discover the complete results of the survey:
6 measures to accelerate gender balance
Diversity, Yes—But How?
On the occasion of International Women’s Rights Day, we are publishing « 6 Measures to Accelerate gender balance », a collection of the most effective best practices, tested and proven in the field!
These best practices are drawn from the latest feedback from our partner companies, as well as insights from gender balance experts—all members of the advisory board of our think & do tank. Together, they form a concrete and actionable roadmap.
In 2025, the effective implementation of gender diversity remains a challenge. Yet, diversity is a powerful driver of performance, innovation, and attractiveness for businesses. These six measures provide a clear path to action, from leadership commitment to the evolution of internal processes and training for all employees.
The document is prefaced by Aurore Bergé, Minister Delegate for Gender Equality, and is available for download here, as well as on the Ministry of Equality’s website, where it serves as a reference for best practices in gender balance.
New version coming soon!
A toolbox to respond to gender equality objections
Since 2023, the members of the plenary have been working on identifying the different types of objections heard against initiatives aimed at accelerating gender diversity, sometimes from men and sometimes from women. For each type of objection, they have sought the most convincing responses. This work was prompted by the impression that these objections were on the increase, ranging from radical to ‘fed up’. You will find the full document below.
The gender balance media monitoring
The Ateliers Entreprises et Mixité teams are responsible for drafting a quarterly media monitoring on gender equality issues for use by the managers of member companies. This monitoring is communicated both to the CEO’s club and to the members of the steering committee.
The study on the Opting Out phenomenon
In collaboration with BVA, Bureau Veritas and Safran, our think-tank has conducted an in-depth study into the phenomenon of ‘opting-out’. that is, the possible reluctance of women to accept or apply for positions of responsibility. Our survey reveals differences in professional and personal aspirations between the genders, while also pointing to solutions to encourage a more balanced gender mix in management positions: work/life balance, mentoring, etc.
https://www.bva-xsight.com/sondages/enquete-phenomene-dopting-out/
Myths and barriers to women’s careers
As a partner of our think-tank, Forvis Mazars offers in this document tools for understanding the myths and unconscious biases that hold back women’s careers in order to develop more inclusive environments. To do this, Forvis Mazars has gathered the analyses of our experts on the stereotypes and biases that are common and persistent in the workplace.
The gender self-assessment checklist for leaders
Despite numerous initiatives, many companies are struggling to achieve the desired results in terms of gender diversity. Forvis Mazars, in partnership with our think-tank , has developed a self-assessment tool to help CEOs evaluate the implementation of gender equality measures.
Les Ateliers Entreprise et Mixité 