Lowest recorded female wholesale leadership levels reported

Food and Drink Wholesale UK (FWD) and Women in Wholesale (WiW) have unveiled a new research report, urging businesses to drive change by creating more female role models

Championing Change also recommends the elimination of unconscious bias and providing structured support for women at key career stages.

The report, sponsored by Lumina Intelligence, was launched at a landmark 10-year Parliamentary Reception to mark ten years of the Women in Wholesale movement on 18 March. It was attended by more than 40 MPs attend in addition to Shadow Treasury Minister Baroness Neville-Rolfe who delivered a keynote speech where she praised the female-focused programme and championed for change to support women in the workforce to reach their full potential.

Championing Change delivers a stark reality check on gender diversity in wholesale, revealing that the number of women at board level has fallen to its lowest recorded level – just 16% in 2025, down from 20% in 2022 and 17% in 2019. With the UK national average for board-level female representation at 48%, wholesale is severely under-indexing, highlighting an urgent need for action.

The research also found that:

67% of respondents cited male-dominated workplaces as the biggest challenge for women in wholesale;
44% identified a lack of female role models as a key barrier to career progression;
only 30% of businesses have a written menopause policy, and just 25% provide menopause awareness training for managers;
unconscious bias remains a critical issue, with 43% of respondents saying it impacts decision-making and promotions.

Despite these challenges, there are signs of progress:

90% of respondents agree that gender diversity leads to better business outcomes.
Flexible working options are now offered by 65% of businesses, supporting better work-life balance.
The perception that gender diversity is a bigger issue in wholesale has decreased from 81% in 2017 to 60% in 2025.

At the reception, FWD called on government to do the following:

Engage directly with representatives from the wholesale industry in the Employment Rights Bill consultations, including those on equal pay and flexible working, to ensure reforms are practical for the sector.
Ensure that the new Growth & Skills Levy is flexible and accessible to wholesalers, helping to close skill gaps in logistics and technology while empowering more women to enter and progress in the industry.
Deliver a new National Jobs and Careers Service which actively supports women into work and career progression by addressing gender-specific barriers, including training in underrepresented sectors, and tailored coaching to support women throughout their careers.
Rethink its approach to business rates reform and exempt food and drink wholesalers, to ensure they can continue their vital role in supporting public services, local businesses, and communities.
Strengthen protections for wholesale workers and ensure that all wholesale premises are covered in the upcoming Crime and Policing Bill.

At the event, FWD urged wholesale businesses to take the following actions:

Increase the visibility of female role models – 53% of respondents believe this is key to driving change.
Introduce unconscious bias training – currently, only offered by 33% of businesses.
Enhance parental leave and flexible working policies – only 36% of businesses go beyond the statutory minimum.
Develop mentorship opportunities for women – a major gap, as just 12% of companies currently provide this.

While quotas have been debated, with 56% of respondents concerned they may undermine merit-based hiring, the solution lies in fostering an environment where women naturally progress. “Empowering women in wholesale is about more than quotas,” said Elit Rowland, founder, WiW. ”It’s about creating real, sustainable change through workplace culture, policies, and leadership.”

Clare Bocking, chairperson, WiW, urged businesses to take action: “The wholesale sector has made progress, but the drop in female board representation is a wake-up call. We need real, structural support at every stage – from early career to maternity, menopause, and leadership. Now is the time for businesses to act, not just talk, to create a culture where women can thrive.”

Lyndsey Cambridge, head of external affairs, FWD agreed: “Our landmark report serves as both a reality check and a roadmap for the future. The message is clear: women working within the wholesale sector want businesses to address gender disparity, champion for change, and create the role models who will inspire the next generation of female leaders.”

Baroness Neville-Rolfe Clare Bocking Elit Rowland gender leadership Lumina Intelligence Lyndsey Cambridge parliament research Women in Wholesale

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