Business schools struggle with gender leadership gap

Business schools are failing to meet their own diversity goals despite years of public commitment. Data from AACSB International shows that women hold 41.8 percent of tenure-track faculty positions and make up 29.8 percent of deans. While these figures show a slow rise over time, the gap between entry-level roles and top leadership remains wide.

The disconnect at the top

Women are well represented in early academic roles, yet they are significantly under-represented at the professor and dean level. This drop-off is not a pipeline issue but a progression problem. Capable leaders are not advancing at the same rate as their male peers. The challenge is structural. Career pathways are limited, work-life balance pressures persist, and mentorship programs often fail to prepare women for senior positions.

Leadership itself is evolving. Deans report that adaptability and inclusive decision-making are becoming more important. These skills are strengthened through diverse teams. When women are not advancing, business schools lose critical leadership capacity. The risk is strategic. Schools that ignore this talent risk weaker decision-making and a diminished ability to prepare graduates for a global economy.

One of the most persistent barriers is not capability but sustainability. The path to leadership has often been shaped around expectations that leave little room for life outside of work. The role of a dean has become more complex and demanding, requiring constant availability and high visibility. Without more flexible and human-centred approaches, institutions risk narrowing their own leadership pipelines by unintentionally excluding those who cannot meet these expectations.

Addressing the gap

Practical steps can make leadership more sustainable. More flexible leadership models, clearer expectations around workload, and equitable parental and caregiving policies can help. Transparency around career pathways and open conversations about balance are also critical. When business schools make space for both leadership and life, they expand their talent pool and model inclusive workplaces.

AACSB launched the ‘Dean’s Journey’ program in its Academy after receiving feedback from first-time deans. According to a February 2024 report, 42 percent of these deans desired more mentorship. The cohort-based program was developed by deans to provide insights from experts and peer-to-peer connection. Across the first two cohorts, the participants are 45 percent female, signaling progress in making leadership roles more accessible.