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7th March 2025

Seniority is Prioritized in L&D Programs. How does this Impact Gender Inclusion?

New insights from the 2025 EF Corporate Learning Maturity Report for International Women’s Day

Research for our EF Corporate Learning Maturity Report reveals an important trend: employees with the greatest access to language training programs are typically senior leaders.

With women still underrepresented in leadership – holding just  32% of senior roles globally – companies risk disproportionately limiting their access to language training and, consequently, the business benefits it can offer.

In addition, our report, based on a survey of 1,300 HR and L&D decision-makers, reveals a compelling connection between tangible business success and 'mature' (or 'highly developed') L&D programs, which require a widespread culture of learning. Prioritizing seniority – as demonstrated in over three quarters of multinationals – therefore leads to a low 'maturity' score which correlates with company stagnation and higher turnover.

Are corporate language programs inaccessible for certain groups?

When asked for the percentage of their workforce with access to language training programs, responses from the HR decision-makers revealed an interesting trend: access increases with seniority. Senior leaders enjoy the highest access, followed by middle management, with junior employees experiencing the lowest level of access.

This trend is mirrored in departmental usage of language training, where 65% of respondents reported that Leadership or Executive Teams are among the departments that primarily use their language training programme – the highest ranking of any department. Usage depends heavily on access but could also be related to a learning culture where leaders have more time or autonomy to prioritize learning.

While this allocation may be practical from a high-level business perspective – investing in decision-makers who represent the company globally – it raises questions about inclusivity and access. With emphasis on seniority, are corporate language programs unintentionally creating skill gaps, leaving more junior employees without access to training that could propel their careers? And, with fewer women in leadership roles, could this imbalance disproportionately impact women’s career trajectories?

Gender inclusion: a strategic advantage

Women’s global disadvantage in English training is reflected in the EPI (English Proficiency Index) data from the past 4 years, which shows a drop in women’s English proficiency. Unsurprisingly, the trend of prioritizing seniority in language programs is exemplified in the same report, with the highest proficiency in executives globally.

These trends pose a clear issue for gender inclusion. Moreover, it appears to be part of a wider self-fulling cycle, since women’s prevalence in junior roles may inhibit their access to language development programs, which could in turn limit their progression to more senior roles.

Beyond the issue of fairness, equitable access to language programs has the potential to increase women’s representation in leadership, which is a proven strategic business move; research shows that companies with more gender-diverse leadership are more likely to financially outperform their peers. Furthermore, language programs that are embedded in company culture – requiring the participation and inclusion of all team members – display a strong link with business profitability and growth.

A mindful approach to corporate language learning access

Balancing business need for talent development while creating a more inclusive workplace – and society – will continue to be a challenge for HR and L&D leaders. But the journey to striking this balance starts with awareness, gathering crucial data on your workforce, and creating a culture of inclusion through reasonable accessibility to learning.

To fully leverage language training for gender equity and business success, here are some actions HR and L&D leaders can take: 

Assess both language need and demographic representation in your organization: Company-wide assessments can identify language proficiency gaps across all employee levels to ensure a targeted and inclusive training strategy, while mindful DEIB (Diversity, Equity, Inclusion, and Belonging) surveys can bring relevant gender or other identity considerations to light.

Evolve the learning culture to look beyond seniority alone: Move beyond hierarchical or seniority-based access models. Instead, align programs with business objectives and ensure language learning is available to employees across all levels. 

Leverage new technology to drive an inclusive culture of learning: AI-driven, personalized language tools can make premium training more accessible, flexible, and tailored to individual needs.

Foster usage for all across the organization: Incentivize teams to make use of training tools by connecting them to performance objectives. Ensure that those who are motivated to learn and progress have the opportunity, time, and resource to do so no matter who they are. 

As businesses reflect on their learning and development strategies this International Women’s Day, it’s time to recognize the potential of language programs both for closing gender gaps and unlocking a direct pathway to higher profitability. Democratizing learning can be a game changer in helping every employee, regardless of gender, find their voice and contribute to the company’s growth.