The Women in Defence Charter has published its sixth annual data report, revealing renewed momentum in female representation across the defence sector alongside clear opportunities to accelerate progress.
Changing the Face of Defence 2026 draws on the Charter’s largest data set to date. Ninety-three organisations submitted data, representing 446,035 people across the Armed Forces, Ministry of Defence Civil Service and Defence Industry.
Female representation across participating organisations increased from 23.6% in 2025 to 24.3% in 2026. Fifty-one respondents reported an improvement, while a further 15 maintained their gender balance.
This movement is welcome. It demonstrates that progress is possible when organisations maintain their focus and continue investing in the recruitment, retention and progression of women. However, the findings also show that progress remains uneven across the defence enterprise and at different levels within organisations.
Positive movement in the talent pipeline
One of the most encouraging findings is the positive movement within the management and senior talent pipeline.
Average female representation at Manager level increased from 30% to 31%, while representation at Senior Manager level rose from 27.3% to 33%. At Director level, it increased from 31.1% to 33.3%.
This matters because improving overall representation depends not only on attracting women into Defence, but on ensuring they can develop, progress and remain in the sector. Visible female leaders also help demonstrate to those at earlier stages of their careers that there is a future for them at every level.
The picture is not yet consistent. Average female representation at Board level fell from 35% to 32%, although changes to a single appointment can have a significant effect where numbers are small. The findings nevertheless reinforce the need to maintain a strong pipeline into the most senior positions.
Turning commitment into action
The report also looks beyond representation to consider the action Charter signatories are taking.
Female mentoring programmes and flexible or hybrid working were among the most commonly reported activities. Nearly all respondents said they were making job descriptions more inclusive, encouraging applications from a wider range of candidates, using fair and structured interview techniques and supporting employee development through practical steps.
Eighty-one signatories provided further information about their work. Their responses demonstrate increasingly systemic action:
- 63% reported activity focused on inclusive culture and training
- 51% highlighted policy, pay or progression
- 44% identified leadership and accountability
- 40% reported work involving networks and role models.
These findings show that many signatories are moving beyond individual initiatives and embedding inclusion more firmly within organisational culture, policy and leadership.
There is more to do. While 95% of respondents have a senior executive accountable for gender diversity and 90% support the progression of women at every level, fewer reported setting internal targets or intending to link senior reward to delivery. Overall, 24% of organisations submitting data met all five Charter commitments.
The Charter will continue working with signatories to strengthen understanding of these commitments, share effective practice and support organisations to translate their ambitions into measurable progress.
Using the evidence
The value of this report lies not simply in recording the data, but in using it.
For signatories, it provides an opportunity to look beyond an organisation-wide figure and consider where women are being recruited, where they are progressing and where barriers remain. It also provides a stronger evidence base for conversations with leadership teams, people and culture functions, employee networks and colleagues across the organisation.
The findings point towards a combination of priorities: strengthening early-career and technical talent pipelines; improving retention and progression; supporting flexible working; increasing the visibility of women; and ensuring leaders are accountable for change.
Reaching the ambition of 30% female representation by 2030 will require sustained effort across the whole defence enterprise. The progress recorded this year should give us confidence that change is achievable — and renewed determination to build on it.
The Charter will hold an online event at 15:00 on 3rd November to discuss the findings, what they mean for organisations across Defence and how we can turn the evidence into further action.
Read Changing the Face of Defence 2026