Egon Zehnder

Egon Zehnder introduced Leaders & Daughters[12] in March 2015 in London to provide a forum for addressing both the gender divide and the opportunity gap faced by the next generation of women leaders. The event brings together leaders and their daughters and mentees to discuss the obstacles women leaders face and how to tackle such obstacles.[13]

The event, which marks its 6th year in 2020, is held across 32 cities worldwide and over 5,000 attendees annually.[13]

As part of the Leaders & Daughters[12] initiative, Egon Zehnder invites leaders to write letters to their daughters to collectively inspire, cultivate and pave a better future for the next generation of female leaders.[14]

The Leaders & Daughters 2017[15] survey explores findings from over 7,000 professional female respondents worldwide in Australia, Brazil, China, Germany, India, the United States and the United Kingdom on topics ranging from career motivations and ambition to professional advancement and key influencers.[16]

Egon Zehnder's The CEO: A Personal Reflection[17] surveyed 402 CEOs from various industries, countries and corporate structures. They shared perspectives on the realities of the role, their preparation, their succession planning process, and how they lead and cope in these volatile times.[18]

Egon Zehnder has tracked gender and international diversity on boards around the world for the past 18 years.[19]

The 2012 European Board Diversity Analysis[20] looked at the boards of 353 of the largest companies across 17 European countries between May and June 2012. The analysis aims to contrast and compare the progress made by European companies in diversifying their boards. Data was gathered to measure how many women are engaged as board members in Europe, what is the nature of their engagement – executive roles vs. non-executive roles, leadership roles on the board or within committees – and whether women’s participation on boards has increased or decreased over time. The research also looked briefly at wider definitions of diversity such as non-national board memberships.[21]

The 2014 European Board Diversity Analysis[22] – the sixth in a series of biennial studies initiated in 2004 – profiles the boards of 356 of the largest companies across 17 European countries. The 2014 study also includes a global perspective, exploring gender diversity across 568 large company boards in other regions of the world.[23]

The Egon Zehnder 2016 Global Board Diversity Analysis (GBDA)[24] evaluates board data from 1,491 public companies with market capitalization exceeding EUR 6bn across 44 countries.[25]

Their 2018 report, Who's Really on Board?,[26] analyzes BoardEx data from 1,610 public companies with market caps above 7 billion euros in 44 different countries as of May 2018. In countries with fewer large companies, they use the six largest companies as measured by market capitalization.[27]

The 2020 report analyzes data from 1,685 public companies with market caps above 6 billion euros in 44 different countries.[28]

Their 2022 report analyzed a total of 19,958 board seats – using data from 1,776 publicly-traded companies across 44 countries with a combined market capitalization of €8bn.[29]