11 nov Looking for Female Leaders? Why recruitment agencies don’t always work
Although companies are generally positive about increasing diversity, finding female leaders at MT and executive level often proves challenging in practice. Traditional methods and processes, often in collaboration with recruitment agencies, are not always effective in achieving the desired diversity. Where do we stand now? What obstacles do organizations face? And what alternative approaches exist for finding female leaders?
Female leaders: Where do we stand now?
Data shows that progress has been made, yet significant steps still need to be taken. In the Netherlands, women make up 15% of executive boards. In the 5,000 largest companies, women represent just 26% of supervisory board members (Emancipatiemonitor 2024, Statistics Netherlands). Worldwide, women hold around only 19% of executive roles (Deloitte, Women in the Boardroom, 2023).
Still, there are positive developments. In 2024, no fewer than 73 of the 82 publicly listed companies met the legal gender quota for Supervisory Boards, with 40% female members. The share of women in top positions also rose from 30% in 2020 to 39% in 2022.
One thing is clear: diversity at the top does not happen on its own. It requires a clear vision and the active commitment of the management team. Only then can we continue this upward trend and work toward more gender diversity in leadership roles.
Why a recruitment agency doesn’t always work
Although most companies are open to attracting female leaders, traditional recruitment agencies don’t always deliver results when it comes to gender diversity.
Processes typically follow a familiar pattern: fixed arrangements with Talent Acquisition and HR, a predetermined list of agencies (often justified by “we’ve worked with them for years”), and limited influence from D&I managers on candidate selection. But what if these existing processes are simply not designed to find the right female leaders? No matter how efficient and streamlined a recruitment agency may be, it’s not always equipped to drive change.
So is it time for a different approach? Switching to a specialized executive search firm can be costly and still offers no guarantee of success. Sometimes the desired profile seems so “difficult” that it feels nearly impossible to fill the role with a woman. Finding the right female candidate is perceived as too complex or too time-consuming. Despite their willingness to attract female leadership, companies often get stuck behind these obstacles. The good news: there is another way.
Femme Network Scan: Find female leaders at MT and executive level
Instead of committing to a long and expensive recruitment process, the Femme Network Scan offers an efficient way to quickly assess whether it’s possible to attract the right female leaders for your organization.
For a small fee, we tap into our extensive network to evaluate the feasibility of finding qualified female leaders before you begin recruiting. Within three weeks, you’ll know whether your search is likely to be successful. This gives you the confidence to take the next step without unnecessary risk. The Femme Network Scan means less stress, less uncertainty, and (most importantly) real progress: more female leaders in management and executive roles.
Gender Diversity: A targeted approach
Attracting female leaders for top positions remains a challenge for many organizations, despite good intentions. Traditional recruitment agencies and existing processes don’t always yield the desired results.
The Femme Network Scan provides an efficient solution without the uncertainty and high costs of a lengthy recruitment process. With a targeted top-down approach, you take the right steps to achieve diversity at the top and create the change your organization needs.
Want to know more? Read more about the Femme Network Scan here. Contact us for a no-obligation consultation.