A clear reality in the business world is becoming apparent in 2025: when women make it to the CFO role, they’re not just filling seats; they’re transforming the game. Women tend to reach a CFO position roughly three years after men, according to the global study “The Glass Chair: Unlocking the Value of Women in Finance. However, when they are here, their impact is strong, real and is directed at the future.
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The Long Road to the CFO Office
OneStream’s global research with 1,146 finance leaders reveals a clear disparity in the advancement of men and women to finance leadership roles. Women typically take around 18 years to ascend the corporate ladder and become CFOs at the Fortune Global 500 and some 20 years at the FTSE 100 companies, on average, which is several years longer than men.
In addition, 35% of women CFOs have non-linear career paths, with some moving from one function to another rather than pursuing a digital finance career trajectory. Such long climbs stem from factors such as workplace politics, inadequate mentorship and work-life balance issues that hinder individual career growth and impact company business value.
A performance that exclaims itself
The result when women are CFOs is evident. Companies with women CFOs outperformed industry averages by 4.5% annually, slightly higher than the 4.2% average across the U.S., Europe, and the U.K. In the meantime, companies that employed women saw a 10% boost in performance following this appointment.
Forbes reports that these are more than just statistics. For instance, consider the real-life scenarios presented by women CFOs at Humana and Merck, which highlight the importance of real-world examples in showcasing how their unique experiences, strategic perspectives, and operational understanding can be instrumental in fostering growth and resilience.
Digital Adoption and Future-Ready Leadership
Women CFOs are both setting the agenda for finance and influencing its future. Of the impressive 83% of these leaders who say automation and digital tools are opening up new skills and leadership opportunities in finance, 76% cite AI as a critical driver in this advancement. Three out of four respondents consider digital literacy and strategic insight essential skills for tomorrow’s CFOs, according to OneStream reports. However, just 24% currently use AI tools heavily, presenting a clear opportunity to enhance women’s digital skills.Â
It’s not about not wanting to be tech savvy, it’s about being ACTIVE. Leaders with a financial background and digital skills will set the benchmark as finance becomes a key strategic driver of business success. This transition is something that women know about. Now the tricky part is giving them the tools and confidence to lead.
Why does this Matter?
Being a CFO isn’t a matter of diversity, it’s a business decision. Although women have moved up in the world in some aspects, including those related to finance, women still make up a comparatively small portion of the world’s finance leaders. Women are less likely to be CFOs in the Fortune 500, comprising 17.4% of the roles in late 2025 compared with 12% in early 2015. However, women remain underrepresented in overall finance leadership, as only 26% of the new appointments of CFOs in the global economy in 2025 were women, down from 2024.
It is clear from the data that when companies do more than just pay lip service to supporting women on the way to CFO, they improve performance, improve governance, and foster innovation, and, ultimately, smarter business.
