Women on Boards: How to prepare for new challenges and opportunities?
Revolution in HR: Women on Boards!
Although EU law prohibits gender-based discrimination, and research (1) confirms that the financial results of companies managed by women and men are better than those managed by men alone, women are still underrepresented in higher positions in companies throughout the EU. In Poland, the percentage of women on management and supervisory boards is lower than the EU average. But change is coming!
The opportunity to improve the situation is the introduction of Directive (EU) 2022/2381 of the European Parliament and the Council on improving the gender balance among directors of listed companies and related measures, commonly referred to as “Women on Boards” directive, which assumes that by July 2026 women should hold at least 40% of non-executive board positions or at least 33% of all director positions, both executive and non-executive, in the largest companies. Currently, the first of the above-mentioned objectives is met by only 16 largest companies listed on the WSE, and the second by 24 of the 140 companies (2). Failure to meet the new regulatory requirements is subject to penalties of up to 10% of the company’s annual revenue.
Serving on a Supervisory or Management Board
Formal requirements
Assuming a position on the supervisory or management board requires meeting specific criteria, which vary by the type of body and company.
Supervisory board: Supervisory board members must hold a university degree and have at least five years of professional experience (3). Moreover, for State Treasury companies, candidates must pass the Examination for Supervisory Board Candidates (4) or fulfill one of the following additional requirements, e.g.:
- Holding a doctoral degree in law, economics, or technology,
- Holding the professional title of legal adviser, attorney, auditor, or tax, investment, or restructuring advisor,
- Holding a CFA, FIIA, ACCA, or CFF certificate,
- Completing an MBA degree.
Management board: The role of a board member requires active engagement in the company’s daily operations and several years of managerial experience. Candidates should have extensive knowledge and experience in management, the company’s market, legal and financial issues. Strategic thinking and the ability to drive innovative solutions are also important. In the age of digitization, companies expect board members to have the skills to lead technological transformations and develop new business models. Crisis management skills, team development, and shaping organizational culture are also highly valued. These qualities support effective adaptation to a dynamic business environment.
Remember that the requirements presented above are only general guidelines – each company can include its specific expectations in the job advertisement. Before sending an application, candidates should review the details of the recruitment process, as additional courses or qualifications may be required.
Tips
While formal requirements are the foundation, other factors play a crucial role in securing a position on the supervisory or management board. Here are our tips:
1. Application tools (CV, cover letter, LinkedIn profile)
Are your tools tailored to your target audience: headhunters vs. decision-makers? Do they convey your USP? Are they up-to-date and flawless? Is your image on LinkedIn impeccable and presenting you in the best possible light? Make sure you can answer “yes” to all of the above questions. Your application tools can help you get the position, but they can also hinder your search.
Additionally, consider taking the time to correctly complete any required questionnaires for management and supervisory board recruitment processes. Ensure you collect all necessary documents, such as those verifying your education and professional experience, an extract from the National Criminal Register, and a certificate from the relevant tax authorities.
2. Headhunters and direct contact
There are executive search firms on the market that specialize in recruiting candidates for supervisory or management board positions. Keep in mind that the company’s profile determines the most effective strategy. For some companies, “quiet” networking may be the best approach, while others may prefer direct contact.
3. Networking
Attending industry conferences, publishing articles, and expanding your network are effective ways to increase your visibility in the business world. Networking plays a key role in the recruitment process for supervisory and management boards, as many positions at this level are filled through personal recommendations and informal contact. Actively expanding your network improves your chances of reaching decision-makers and learning about upcoming openings, many of which are not publicly advertised. Networking builds trust and allows current board members to assess your competencies, increasing your chances of being considered for high positions.
Additionally, many organizations in Poland support women in advancing their careers, including in management roles. Such initiatives include the Women Leadership in Business Foundation and Vital Voices Poland, which offer training, workshops, and mentoring programs.
Such programs offer opportunities to develop professional skills and leadership abilities. They also enable participants to exchange experiences, build valuable relationships with peers and experts, and gain recognition in the business world – a crucial step toward achieving your dream position.
4. Developing soft skills
Negotiation, communication, and team management skills are highly valued on management and supervisory boards. To develop these skills, participate in training, seek mentoring, and continuously develop yourself through feedback and industry literature. It is also important to regularly take on challenges that will allow you to practice these skills in your daily work.
5. Regular upskilling
Completing an MBA or obtaining certificates such as CFA, FIIA or ACCA can significantly increase your chances of securing positions on a supervisory board. These qualifications not only provide knowledge but also open doors to valuable professional networks.
6. Job interviews
Comprehensive preparation for the recruitment interview is essential, as it is a complex process often conducted by a committee and differs significantly from typical recruitment procedures. Candidates are assessed not only for their knowledge of the company’s activities and industry but also for their understanding of advanced management issues and specific regulations, particularly those applicable to companies belonging to State Treasury (5). For specialized positions such as finance, production, sales, marketing, or human resources, the interview also focuses on specific knowledge and experience in these areas. Each committee member evaluates the candidate’s responses, enabling a more thorough and objective assessment of their competencies.
Summary
To sum up, the Women on Boards Directive is a pivotal step toward greater gender diversity in top management positions. It sets specific requirements for the largest EU companies to ensure 40% female representation on non-executive board positions or at least 33% on all director positions, both executive and non-executive, by 2026.
On the one hand, companies must adapt their structures to avoid sanctions. On the other, they have the opportunity to foster a more diverse management culture, which – as research (6) shows – promotes better financial performance and long-term stability. For women aspiring to these positions, this requires thorough preparation. In addition to meeting formal requirements, they should focus on professional application tools, visibility in the industry, and networking. Investing in soft skills and specialized qualifications, such as an MBA or industry certifications, can also be a valuable asset in recruitment.
Although demanding, this process can drive positive changes, not only in company structures but also in the broader business environment, promoting more inclusive, innovative, and sustainable management.
Have you ever experienced gender discrimination in the workplace? Are you looking for a position on a supervisory or management board? Schedule a free Career Consultation (20-30 minutes) via this link or by sending an email directly to Contact@CareerAngels.eu | Subject: Women on Boards
(1) Source: Kadry.infor.pl. 33% składu zarządów i rad nadzorczych firm od 2026 roku będą stanowiły kobiety: link
(2) Source: Parkiet. Dyrektywa rozbije szklany sufit na giełdzie. Będzie kadrowa rewolucja: link
(3) Source: Studia-online.pl. Członek rady nadzorczej – jakie są wymogi na to stanowisko?: link
Uniwersytety WSB MERITO. Dyplom MBA to przepustka do rad nadzorczych spółek Skarbu Państwa: link
(4) Source: Nadzorcze.edu.pl. Podstawowe informacje o egzaminie dla kandydatów na członków rad nadzorczych spółek z udziałem Skarbu Państwa: link
(5) Source: LEX.pl. Rozporządzenie Rady Ministrów z dnia 18 marca 2003 r. w sprawie przeprowadzania postępowania kwalifikacyjnego na stanowisko członka zarządu w niektórych spółkach handlowych: link
(6) Source: Credit Suisse Research Institute. The CS Gender 3000: Women in Senior Management: link
