Merav Peretz-Belinsky is Vice President of Data and AI at Israel’s National Digital Agency.
The Persistent Glass Ceiling in Israel
Despite impressive achievements by women in both the public and private sectors, the glass ceiling remains. While some women have reached senior positions, data shows significant gender gaps persist. Even studies proving that management teams with balanced female representation perform better have yet to bring the change we need.
According to the Central Bureau of Statistics, women make up over half of Israel’s population, yet their presence in leadership and management is far from proportional. A study by the Israel stock exchange shows that among CEOs of TA-125 Index companies, only four are women—less than 3.5%. By comparison, women hold 10% of CEO roles in the S&P 500 Index. On boards of directors, the situation is somewhat better, with women making up 27% of directors in public companies. In the Knesset, women account for only 25%, and they remain a minority in senior roles in both government ministries and private companies.
Women continue to face many barriers: outdated social perceptions, closed networks, wage gaps, and unconscious biases among decision-makers who tend to promote those similar to themselves.
International Examples of Effective Legislation
Countries that have made significant progress have done so through clear legislation and enforcement. Norway was one of the first to require at least 40% women on boards of public companies, leading to a surge in female leadership. France went further, mandating 40% female representation on boards of both public and private companies, increasing women’s presence on management boards by 20%. Germany requires at least one woman on every public company board. In Scandinavia, strong enforcement ensures these laws produce real change rather than just paperwork.
When former Canadian Prime Minister Justin Trudeau was asked why his government was gender-balanced, he simply replied, “Because it’s 2015.” What seemed obvious a decade ago must now be a mandatory standard.
The Opportunity Presented by AI’s Impact on Employment
Market forces alone have not corrected inequality. As AI reshapes the employment landscape, we have a historic chance to ensure the new job market does not replicate old disparities. If legislation and regulation guide this transformation, women can achieve not only formal equality but also leadership in the industries of tomorrow.
Leadership Responsibility and the Need for Urgent Action
Until binding laws are in place, CEOs and board chairs must take responsibility and lead change. Their efforts will create the foundation for smoother and faster legal implementation in the future. Companies should set ambitious goals to increase women’s representation in management, especially in senior roles—and they should do so now. This responsibility lies with business leaders just as much as with policymakers.
The Case for Binding Legislation and Enforcement
Without strict legislation, enforcement, and executive commitment, women will continue to be excluded from decision-making centers. Israel must join the countries leading the way in gender equality and ensure it is not just an empty slogan. The glass ceiling will not break on its own—it’s time to shatter it once and for all through binding laws that guarantee real female representation in management and power.
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