28th October 2025
The Office of the Equal Opportunities Ombudsperson has completed the collection of initial data from Lithuania’s largest companies regarding how gender balance is ensured in their decision-making bodies. It has revealed that, so far, fewer than a third (31 %) of companies meet the EU directive requirement for gender balance, while some companies still have no women on their boards at all.
One-Third Have No Women
Data on gender balance was provided by 162 large companies and 7 publicly listed companies. Nearly 100 other companies that meet the criteria did not provide information.
“The collected data show that the path to achieving real gender balance in corporate boards is still long. Although the directive requires companies to ensure at least one-third of management body members belong to the underrepresented gender, many boards remain dominated by a single gender – usually men,” says Equal Opportunities Ombudsperson Birutė Sabatauskaitė.
According to the office, 33.7 % of companies that submitted information reported having no women on their boards. In one company, the opposite is true: there are no men at all.
Sectors where women are still nearly absent from management include energy, construction, manufacturing, transport and logistics, agribusiness, and food production.
Transparent Recruitment Not Always Practiced
The data also revealed procedural gaps: 40 % of companies reported that they do not have clear selection criteria for individuals seeking positions as executives, board members, or supervisory board members.
“Transparency in recruitment is a key step toward gender balance. When clear criteria are lacking, decisions may be influenced by habits, gender stereotypes, or personal connections rather than competence. Transparent recruitment ensures that leadership positions attract candidates with diverse experiences, education, and perspectives. This is not only a matter of equal opportunities but also of business effectiveness – more diverse teams make better-informed decisions and more accurately reflect the society they serve,” notes B. Sabatauskaitė.
Most Companies Plan to Change
Among companies that have not yet achieved gender balance, 61 % reported plans to implement specific measures to improve the situation. Another 18 % committed to pursuing changes, although they have not yet specified how they will do so.
According to B. Sabatauskaitė, this data will form the basis for further consultations and recommendations for companies: “Gender balance on boards is not just about numbers – it reflects a company’s managerial maturity, inclusivity, and ability to recognize the full spectrum of talent. It is encouraging that some companies are already taking action.”
Although the law allows for fines if companies fail to comply with the directive, the Ombudsperson notes that no penalties will be applied initially. The first years of the directive’s implementation are intended to help companies prepare for changes, identify obstacles, and learn to apply measures that promote gender balance. Companies are expected to achieve gender balance in their management bodies by the end of June 2026.
The Office plans to continue monitoring and publicly reporting companies that meet the directive’s targets. It also intends to organize consultations, training, and best-practice sharing events for companies seeking to improve gender balance.
About the Directive
The EU on improving the gender balance among directors of listed companies requires large companies to ensure that at least one-third of board and / or supervisory board members belong to the underrepresented gender. In Lithuania, the requirements apply to companies with more than 250 employees, annual revenues exceeding €50 million, or assets over €25 million on their balance sheet.