Global Female Leaders Outlook

KPMG’s Global Female Leaders Outlook 2026 explores how senior female leaders are navigating the defining challenges and opportunities of the years ahead. Against a backdrop of economic uncertainty, geopolitical instability, and rapid technological change, the report provides insights into what drives leaders’ confidence, where organizations are focusing their investments, and which trends are expected to have the greatest impact on business over the next three years.

One of the report’s key findings relates to artificial intelligence (AI). While AI is increasingly creating measurable value in everyday business operations, many organizations still face a significant skills gap. Although employees often have access to AI tools and learning opportunities, far fewer are considered to have the skills needed to use AI effectively. For Belgian organizations, the challenge therefore lies not only in embracing AI, but also in preparing people for that transformation through targeted upskilling, reskilling, and effective change management.

The report also highlights that gender diversity remains a critical factor for long-term business success. Female leaders continue to view gender equity as an important driver of growth and innovation, yet many organizations are still struggling to translate ambition into sustainable progress. At KPMG in Belgium, we are committed to strengthening female leadership through initiatives such as Exactly for Women and Women in Consulting. By investing in leadership development, networking, mentoring, and career progression opportunities, we aim to empower more women to take on leadership roles and help shape the future of an increasingly digital and AI-driven economy.

The real challenge around AI today no longer lies in the technology itself, but in how organizations bring their people along throughout this transformation. Investing in skills, guidance, and a culture of continuous learning is decisive for sustainable success.

Stefanie Pauwels

Head of markets, Partner | Tax, Legal and Accountancy

KPMG in Belgium

For the Global Female Leaders Outlook 2026, we surveyed 634 senior female executives across 46 countries to understand their perspectives on the economic outlook, artificial intelligence, diversity, career progression and women’s health, as well as their confidence in their organisation’s performance over the next three years.

The findings highlight where organisations already have strong foundations in place and where capabilities, operating structures and investment priorities need to evolve to support long-term resilience and future readiness.

At KPMG in Belgium, we believe that future-oriented leadership requires a combination of technological innovation, continuous development, and diverse perspectives. We continue to invest in initiatives that strengthen female leadership and support more women on their growth journey towards leadership roles.

Isabelle Blomme

Partner | Head of People

KPMG in Belgium

Executive Summary at a glance

Economic Outlook & Strategy
AI & Digital Transformation
Diversity & Inclusion
Career
Women's Health

finance

Confidence remains resilient, but growth is increasingly expected to come from within.

Female leaders continue to expect growth despite a business environment shaped by geopolitical instability, economic uncertainty, and ongoing transformation pressure. Confidence is strongest where influence is most direct – inside the organization itself.

Confidence declines steadily as the horizon widens: 72% are confident in their company’s growth prospects, compared with 62% for their industry, 41% for their country, and 29% for the global economy.
69% expect earnings growth over the next three years.
38% percent expect headcount growth over the next three years.
Most frequently cited leadership challenges: geopolitical instability, macroeconomic uncertainty, and global economic uncertainty.

smart_toy

AI has proven its value, but scaling trusted impact remains the challenge.

Artificial intelligence is increasingly creating measurable value in everyday work and business operations. The next challenge lies in embedding AI deeply enough into processes, capabilities, and leadership practices to create trusted impact at scale.

Nine in ten female leaders already report at least one profitable AI use case within their organization – particularly in everyday efficiency, administrative work, and content creation.
64% prioritize investment in new technology over workforce skills and capability development.
47% say employees have access to AI tools and learning opportunities, …
… but only 30% say employees have the skills to use AI effectively.

diversity_1

Gender equity remains a strategic ambition, but progress is far from guaranteed.

Female leaders continue to recognize gender equity as an important driver of business success. However, many organizations struggle to translate ambition into lasting institutional change, and confidence in future progress appears increasingly fragile.

65% believe achieving gender equity in the C-suite will help their organization meet its growth ambitions.
32% already view DEI as no longer a top organizational priority.
75% of organizations remain below gender parity in their highest governing body and 10% of them believe it will never be reached.

business_center

Career success depends on performance, but advancement still depends on access.

Female leaders increasingly associate success with hard work, resilience, and delivering results. Yet career progression continues to be strongly influenced by networks, mentoring, sponsorship, and visibility.

Hard work emerges more and more as the most frequently cited success characteristic, selected by 54% among their top three attributes for professional success.
59% identify personal networks as a crucial condition for professional success.
76% cite either personal networks, mentoring, or both as important drivers of career advancement.

female

Women’s health is now recognized as a workplace responsibility, but openness and support remain inconsistent.

Women’s health is increasingly recognized as a factor shaping sustainable performance. While organizational responsibility is now widely acknowledged, many workplaces have not yet created the conditions for open communication and consistent support.

97% believe organizations have a responsibility to address women’s health in the workplace.
More than 1 in 4 respondents report that their organization currently offers no women’s health-related measures.
Female leaders are almost evenly split between those who feel comfortable discussing women’s health needs at work (48%) and those who do not (48%).