Explore Luxembourg’s Gender Finance KPIs

The Gender Finance Task Force has developed a coherent and recurring data framework for the financial and insurance sector, consolidating existing data from STATEC into a shared framework that ensures compatibility, continuity and credibility of gender-related statistics over time.

This framework has helped define a set of key performance indicators to measure gender equality across the sector.

The KPIs are published below for reference and will be updated with the 2026 data in 2027.

Women’s share overall dipped slightly from 45.5% in 2019 to to 43.9% in 2022, even as headcount grew. Men grew faster, indicating that the dilution comes from new hires skewing towards male.

By education, women remain over-represented in basic and secondary education roles and under-represented in tertiary roles, with the gap at the top qualification ladder barely moving between 2018 and 2022.

We observe the biggest discrepancy in women’s representation in the 55+ age group. This could be explained by the fact that women retire earlier than men:

  • Women’s average retirement age in Luxembourg: 58.4

  • Men’s average retirement age in Luxembourg: 60.5

Average age for first-time mothers in Luxembourg is 32.5 according to Eurostat data. We observe a large decline in women’s full-time positions in the age groups following that.

Traditionally, women have had the role of “caretaker” in the family, which seems to still impact their professional life.

However, we notice a positive trend and a decrease in women’s part-time positions over time.

We observe a strong improvement in the yearly headline gap within the Managers’ field, with the GPG falling from 49.8% to 28.7%. Professionals saw a slight increase, from 25.3% to 25.7%.

Notably, the 25-34 band swung negative for Managers - indicating women in that band are earning more than men.

Seniority levels are not fully comparable, in particular STATEC category data does not fully reflect market practice. WiF data do not cover the whole industry and reflect in principle best practitioners’ figures.

WiF Signatories vs Market Baseline: WiF signatories show higher representation in most management levels compared to the broader sector average (STATEC), suggesting targeted initiatives are yielding positive results.

Methodology

Comparison of relevant indicators across datasets, to assess complementarity and present gaps.

  • The most suitable KPIs identified are from STATEC

  • The datasets are collected via survey according to a defined methodology

  • Each indicator was reviewed for reliability, comparability, and sector relevance

  • The data has been kept in their original units (days, hours, headcount, €) to preserve methodological accuracy

  • KPIs cover both quantitative dimensions (employment, pay gap, education, etc.) and structural aspects (leadership representation, part-time work).