Finans.dk 16.6.2026
Women have strengthened the boards
in Danish companies
Boards have become stronger over the past decade – not least because we have broadened our view of where the best competencies are found. We should be proud of this as a nation.
By Flemming Riber, Partner at Odgers
There is good reason to be proud of the development we have seen in Denmark when it comes to women on boards.
12 years ago, I myself helped to launch the Women's Board Award. Back then, the field of candidates looked significantly different. In the early years, it was often the same profiles that appeared on the lists year after year, and many talked about how difficult it was to find female Danish candidates with experience for senior board positions.
That argument is no longer valid.
Today we work with both longlists and shortlists filled with strong candidates . Women with extensive management experience, strong commercial capacity, international outlook, and deep professional insight. In fact, this year in the Women's Board Award, we have identified what may very well be the strongest field of candidates I have seen in the 12 years I have been involved.
One of the most positive things since we launched the Women’s Board Award , er, that the attention around women on boards is no longer a women's issue. Today I meet many male board members and business owners who actively seek female candidates. Both because of their skills, but also with the experience that gender balance generally creates a different board room. Everyone sharpens their attention and thus performs better when there is diversity in the boardroom, regardless of whether we are talking about gender, ethnicity, professional background or other differences. So the representation of both sexes is important. That realization is perhaps the biggest change of all.
We should be proud of this as a nation .
But the development has not happened by itself. It is created by companies, owners, boards, and managers who have been willing to challenge conventional thinking and open the door to a broader range of competencies.
At the same time, we can see that the exposure and the number of women on Danish boards have grown significantly over the past 12 years. This is positive. Not because diversity is a goal in itself, but because companies gain access to a larger part of the total board talent pool.
Competencies and match must, of course, always be the decisive criteria , when selecting for management and board roles. But gender must also not be a barrier. If we want the strongest boards, we must ensure that all qualified candidates are seen and assessed on equal terms.
We are not there yet. But one thing is clear:
The argument that there are not enough qualified women for Danish boards has been debunked.
Let's continue the work. Because the more skilled people we involve, the stronger our boards become – and thus also our companies.
Read more: Odgers as a Strategic Partner for WBA 2026 | Odgers
