The share of women in U.S. corporate leadership has declined in 2025, raising concerns about diversity, equity, and inclusion (DEI) progress in American boardrooms. According to new data from Altrata, female representation on S&P 500 boards dropped from 34.7% in early 2024 to 33.6% by the second quarter of 2025. Leadership teams saw a similar slide, with women now making up just 27.7% of senior executives compared to 28.5% a year ago. These numbers signal a reversal after years of steady gains for women in the C-suite.

Why The Share Of Women In Leadership Is Declining

The decline comes as political and economic shifts reshape corporate priorities. The Trump administration’s executive orders targeting DEI programs prompted many U.S. companies to scale back or pause diversity initiatives. Reports show that mentions of DEI in Fortune 100 company filings fell by 72% between 2024 and 2025. Combined with economic uncertainty, these changes have slowed momentum, limiting opportunities for women to advance into senior leadership positions.

The Bigger Picture For Women On Boards And C-Suites

While the numbers are down, women remain critical to corporate decision-making. Companies with female CEOs, for example, continue to show higher representation of women on their boards and leadership teams compared to peers. However, women remain underrepresented in key executive roles such as CEO, CFO, and COO. Instead, they are still more concentrated in oversight-focused positions like non-executive directors. This imbalance highlights the structural barriers that persist even as diversity is framed as a business imperative.

What’s Next For Gender Diversity In U.S. Corporate Leadership

Despite recent setbacks, experts stress that diversity will remain central to long-term business strategy. As Altrata’s Maya Imberg notes, diverse leadership teams bring broader skill sets, perspectives, and resilience—qualities companies need to stay competitive. While federal policy may have slowed DEI momentum, organizations committed to future-proofing their businesses are likely to continue prioritizing gender diversity. The challenge ahead is ensuring that women not only maintain board seats but also gain access to the highest levels of corporate power.