The presence of women in top management positions in Spanish companies remains a challenge. Although data shows progress at middle management levels, the executive leadership continues to be a difficult one. The percentage of female CEOs in Spain stands at 18,5% , a figure that has fallen ten points in the last three years, according to Grant Thornton's Women in Business study.
This decline contrasts sharply with the 37,3% of women in senior management positions, a figure that exceeds the European Union average. The gap is not due to a lack of female talent, but rather to how organizations distribute the opportunities for visibility and experience that prepare individuals for real leadership. This is reflected in the White Paper 'From Talent to Real Power', prepared by Grant Thornton and Mujeres&CÃa, which compiles the conclusions of the Women in Business | CEO Edition event.
The glass ceiling persists in the corporate elite
The report points out that access to the CEO position isn't decided by a vacancy, but rather built over years through decisions about who leads a business unit, manages the bottom line, or spearheads a transformation. Many women reach corporate roles, but less frequently positions with direct responsibility for revenue and markets , which excludes them from succession planning. The document refers to this initial bottleneck in early promotions as a "broken step."
The lack of sponsorship is another key factor. The White Paper differentiates between mentoring and sponsorship: while the former provides guidance, the latter involves a person in a position of power using their internal resources to create opportunities. According to the analysis, women are over-mentored but under-sponsored . Aurora Sanz, managing partner of Tax & Legal at Grant Thornton, adds that shared responsibility for caregiving remains a determining factor in the invisible disadvantages and penalties for advancement.
Examples of female leadership in Spain
In this context, the appointment of Paula Menéndez-Abascal as the new CEO of Zenith in Spain exemplifies progress. The executive, who until now served as Chief Operating Officer, will combine this role with her responsibilities as Head of Connected Media at Publicis Groupe. Her career includes experience at Optimedia, Carat, and Mediaedge:cia, and she has managed key accounts such as L'Oréal. Her appointment strengthens the presence of women at the top of advertising agencies.
Another notable example is Raquel Sánchez, president of Paradores de Turismo , who has spearheaded an equality plan to increase female representation in management. Currently, one in three Paradores directors are women, and the goal is to reach 50%. Sánchez, a former Minister of Transport, argues that gender policies make organizations more equitable, efficient, and profitable. "We have to be brave and openly state that they are being implemented," she affirms in an interview.
Both leaders agree on the importance of surrounding oneself with a good team and listening. Sánchez emphasizes that female leadership brings a different perspective that improves decision-making. For its part, the White Paper insists that the key lies in placing women early on in positions where they learn to lead , not just in identifying them as talent.
The combination of data, analysis, and concrete examples paints a picture where female talent exists and is ready, but corporate structures still don't create the necessary opportunities for that talent to reach the top. The challenge isn't just one of representation, but of real influence : moving from board positions to executive leadership requires reviewing processes, fostering sponsorship, and addressing corporate culture. Meanwhile, appointments like that of Paula Menéndez-Abascal and Raquel Sánchez's work at Paradores demonstrate that change is possible, although there is still a long way to go.