Women in Business 2026

International Women’s Day Insight By Ian Pascoe

As we mark International Women’s Day, it is an important moment to recognise the progress made in advancing women in business across Thailand and to reflect on the work that still lies ahead. 

Encouragingly, more women are stepping into leadership roles, contributing their expertise and perspectives to organisations across industries. This shift reflects a growing understanding that diverse leadership teams strengthen decision-making, enhance resilience and support sustainable business performance.

“Rising expectations from both talent and investors mean gender equality is no longer a values-led aspiration; it is a strategic growth lever. At Grant Thornton in Thailand, women represent half of our 24 senior leaders. We see, in practical terms, how balanced leadership sharpens judgement, elevates the quality of debate, accelerates performance, and builds organisational resilience in a volatile market,” said Ian Pascoe, CEO & Managing Partner, Grant Thornton Thailand.

About the Author

Ian Pascoe has been based in Thailand since 1998 and is the CEO and Managing Partner of Grant Thornton Thailand. With over 20 years of experience in corporate restructuring and corporate finance, he has advised businesses on turnarounds, mergers and acquisitions, valuations and debt restructuring. He is a member of the Australian Society of CPAs and was admitted to practice as a barrister and solicitor by the Supreme Court of Victoria and the High Court of Australia.

Thailand’s Structural Advantage in Women’s Leadership

A Milestone for Inclusivity

In Thailand, women hold 44.1% of senior management roles, well above the global average of 32.9%, according to the Women in Business 2026 global report.

This milestone highlights sustained progress in advancing female leadership and reflects a broader shift in how senior talent is developed within the country’s business landscape.

Key Findings

In 2026, women hold 44.1% of senior management positions in Thailand, exceeding the global average of 32.9% and placing the country among the leading performers in advancing women into executive leadership. This progress reflects sustained structural commitment rather than short-term momentum. Over the past decade, organisations in Thailand have increasingly embedded inclusive leadership within corporate governance frameworks, succession planning strategies and talent development programmes.

Key Strategic Drivers:

• Intentional Governance: Diversity at senior levels is becoming a deliberate outcome of policy, oversight and long-term workforce planning, rather than chance.
• Resilience Indicators: The strength and diversity of executive pipelines are increasingly viewed as indicators of governance maturity, risk awareness and strategic resilience.
• Market Adaptation: For businesses operating in an environment marked by economic volatility and digital transformation, leadership composition is more than a reputational measure.

Against a global backdrop of continued calls for accelerated action, Thailand’s performance demonstrates how consistent institutional focus and board-level accountability can translate into measurable, sustainable outcomes at the highest levels of business leadership.

Sustained Momentum: Thailand’s Long-Term Progress

Since 2009, female representation in senior management has trended upward across Thailand, ASEAN and globally, despite periodic fluctuations. Thailand’s trajectory shows sharper volatility but stronger rebounds, reaching 44.1% in 2026 and surpassing both ASEAN and global averages.

This progress strengthens leadership pipelines, increases visibility of female role models and reinforces investor and talent confidence. 

As gender diversity is increasingly linked to stronger decision-making and performance, Thailand’s advancement supports a more competitive and resilient business environment.

Regional Performance: Thailand’s Standing Across ASEAN & Asia

Beyond global comparisons, Thailand’s standing within ASEAN and Asia further reinforces the strength of its progress. 

In 2026, women hold 44.1% of senior management roles in Thailand, placing the country among the region’s top performers. While the Philippines records a marginally higher figure at 44.5%, Thailand remains ahead of Malaysia (41.9%), Vietnam (38.6%), Indonesia (36.9%), Singapore (36.1%) and above the global average of 32.9%.

Thailand’s high ASEAN ranking reinforces the credibility of female leadership and signals a strengthening executive pipeline. Greater visibility of women in senior roles supports gender-balanced leadership structures, enhances retention and succession planning, and contributes to a more sustainable and competitive business environment.

Women In Leadership Worldwide: The 2026 Figures

Global Progress in Women’s Leadership

Globally, women now hold 32.9% of senior management positions, according to the Women in Business 2026 report. While this represents a slight decline of 1.1 percentage points from the previous year, the long-term trend reflects significant progress. When the research first began more than two decades ago, women held just 19.4% of senior leadership roles, meaning representation has increased by 13.4 percentage points over the past 22 years. Although progress has not always been linear, the broader trajectory highlights steady improvement in women’s participation at the leadership level.

Representation at the Highest Levels

Encouragingly, representation at the very top of organisations continues to grow. Women now hold 23.8% of global CEO positions, an increase of 2.1 percentage points, demonstrating that more women are reaching the most influential leadership roles. Across the C-suite, women also hold a significant share of positions such as Chief Financial Officer (39%) and Chief Marketing Officer (29.7%), reinforcing the growing visibility of female leadership across key strategic functions.

Regional Leadership Trends

Progress in women’s leadership varies across regions. South America leads globally with 37.2% of senior roles held by women, followed closely by North America at 37.0%. Meanwhile, Asia-Pacific reports 32.9% and Africa 31.9%, highlighting that while global representation is improving, the pace of progress differs across regions.

Continued Commitment to Gender Equality

Despite shifting global conversations around diversity, many businesses remain committed to advancing gender equality. 92.7% of mid-market firms have DE&I initiatives in place, and 75.8% continue to prioritise gender equality, with many organisations planning further initiatives to strengthen inclusive leadership.

Insights from Our Female Leaders

To mark International Women’s Day, we asked several of our female leaders to share their perspectives on leadership, growth, and supporting the next generation of women in business. Their reflections highlight the value of visibility, mentorship, and diverse leadership styles in shaping stronger organisations.

How has female representation in senior leadership evolved in our industry over the past decade?

Ratna notes that while more women are entering professional services and progressing into leadership roles, true progress goes beyond representation. Meaningful change, she explains, happens when women actively influence strategy and shape the business's direction. Across the industry, similar progress is evident. Kesanee points to the growing number of women in senior leadership within the audit profession, supported by a strong pipeline of female talent. Tikomporn adds that organisations are increasingly recognising the value of diverse perspectives in decision-making, creating more opportunities for women to lead. While women are more visible in leadership today, Wonvisa emphasises that continued efforts are needed to develop the next generation of female leaders. Neetika further highlights that the next stage of progress must extend beyond organisations to achieve true parity across the wider business ecosystem.

How can women better support one another while navigating competitive environments?

Ratna emphasises that support should be deliberate, highlighting the importance of advocacy and sponsorship, particularly speaking up for others’ potential in decision-making spaces. Wonvisa similarly highlights the value of mentorship and strong networks in empowering women to grow and succeed together. Kesanee adds that building trust through shared experiences is equally important, while Tikomporn points to fostering encouragement rather than comparison in the workplace. Neetika further stresses the importance of sharing practical knowledge to help women navigate career progression. 

Together, these perspectives highlight how collective support can accelerate progress for women in leadership.

What assumptions about women in leadership would you most like to challenge?

Ratna challenges the idea that leadership must fit a single mould, noting that effective leaders balance commercial discipline with emotional intelligence while building trust and strong relationships. Neetika similarly emphasises that leadership is not a monoculture, highlighting that executive presence should not be defined solely by the loudest voice in the room. Tikomporn adds that empathy, active listening and thoughtful decision-making are equally valuable leadership qualities. Wonvisa highlights the importance of collaboration and long-term thinking in guiding teams and organisations, while Kesanee stresses that empathy should be recognised as a strength rather than a weakness in modern leadership. Together, these perspectives reinforce the importance of embracing diverse leadership styles in today’s evolving workplace.

The Next Chapter for Women in Business

Driving inclusive leadership and sustained progress across Thailand’s business landscape 

International Women’s Day provides an opportunity to reflect on the progress made in advancing women in business and to reaffirm the commitment required to sustain this momentum. Across Thailand, the growing presence of women in leadership reflects a broader shift toward more inclusive and forward-looking organisations. However, meaningful progress extends beyond representation; it also depends on ensuring that women are actively shaping strategy, influencing decisions and contributing to long-term business success.

Looking ahead, organisations play a critical role in strengthening this progress. At Grant Thornton Thailand, we support clients in making their impact visible through initiatives such as pay equity diagnostics, inclusive recruitment practices and leadership governance frameworks that help strengthen diverse talent pipelines. For family businesses and mid-market organisations, thoughtful succession planning can also create opportunities for the next generation of women leaders while maintaining business continuity.

For Thai business leaders, continued progress requires clear and sustained action. Linking gender-balanced leadership to business performance can accelerate progress, while elevating diverse perspectives in leadership discussions helps organisations avoid blind spots and make more informed decisions. Transparency is equally important. Communicating goals and measurable progress strengthens accountability while also helping organisations attract talent and build confidence among investors and stakeholders.

By continuing to foster inclusive workplaces, invest in leadership development and support the advancement of women across industries, businesses in Thailand can ensure that the progress achieved today translates into lasting impact for the future.