Grant Thornton’s Women in Business 2026 insights focus on the critical role of gender equality, leadership visibility, and DE&I initiatives in driving mid‑market business performance.
Key highlights of Botswana Budget 2026/27 The Botswana Budget 2026/27 delivers a clear message: fiscal discipline, bold reforms, and future‑focused action. Your budget. Your insight. Your future. We’ve unpacked the key highlights so you stay informed, empowered, and future‑ready.
Grant Thornton’s publication “Navigating the Changes to IFRS 2026” provides a comprehensive and practical overview of all IFRS Accounting Standard changes issued between 1 January 2025 and 31 December 2025. It outlines new standards, amendments to existing IFRS requirements, interpretations, and effective dates relevant to 2025–2026 year‑ends. The guide includes commercial impact assessments, early‑adoption considerations, and disclosure requirements under IAS 8, making it a valuable resource for financial statement preparers, auditors, and accounting professionals.
A recent Grant Thornton report on Women in Business 2025 reveals that without immediate action, gender balance in senior management roles within mid-market companies may not be reached until 2051. Currently, women hold only 34% of senior leadership positions worldwide, reflecting a marginal increase of just 0.5% from 2024. In Africa, the proportion of women in senior roles declined significantly, dropping from 41.3% in 2024 to 36.6%. 2025 marks the lowest women in leadership representation over the past 5 years (2020: 38.1%), signaling a worrying trend. However, South Africa emerged as a rare exception, recording a 5.2% increase, from 42% in 2024 to 47.2% in 2025, emerging as the top-ranking country globally that is closest to achieving gender parity in leadership positions. Women representation in leadership positions in other African countries such as Nigeria, Kenya, Egypt and Morocco ranged from 30-38% in 2025, with women least represented in c-suite positions in Technology and Sustainability at 10%, and most represented in c-suite positions in Human Resources at 48%. At the current pace, achieving gender parity in leadership globally is still decades away. This shows the need for urgent action to close the gap and address gender inequality in leadership, both globally and across Africa. “Gender parity is not a privilege but a necessity for progress. I’m pleased to see that over the years, Grant Thornton has remained committed to creating opportunities for women in business, not just in words, but through action. From supporting women-led businesses to ensuring diverse representation in leadership, the firm has taken deliberate steps to build a more inclusive environment.” said Dr. Sheela Raja Ram, one of Grant Thornton’s founding members, who now serves as Vice Chancellor of Botho University. “As business leaders in Botswana, looking ahead we must remain committed to removing barriers and creating a future where women can succeed in every sector. Education is a powerful tool for change and I’m quite proud of the role that educational institutions such as Botho University are playing in setting the tone by providing education that builds strong employability skills. By ensuring equal opportunities for female students and helping women build meaningful careers, we have the power to strengthen economies, communities, and future generations.” Mid-market businesses, which account for 90% of global companies and provide two-thirds of jobs worldwide, are pivotal in advancing gender equality. According to research from the International Monetary Fund, closing the gender gap in developing markets could boost GDP by 23%. Globally, women remain underrepresented in leadership across key industries. The highest representation is in Travel, Tourism, and Leisure at 43.2%, while the lowest is in Industrial Products at 28.7%. Bridging this gap is not only a matter of equity but also a critical driver of economic growth and business development. Grant Thornton Botswana Managing Partner, Kalyanaraman Vijay, said “Gender parity is not just an opportunity for women, but rather, a leadership opportunity. When we ensure equal prospects for women in businesses and leadership, we strengthen economies and build strong societies. As leaders, it is our responsibility to create workplaces where talent, not gender, determines success. The decline in women's leadership representation across Africa is a challenge that businesses cannot ignore. Companies must take three bold steps recommended by Grant Thornton in our Women in Business report. A balanced leadership team strengthens decision-making and drives economic success.” To accelerate gender equality in leadership, Grant Thornton recommends three (3) key steps: - Set clear targets for female representation in leadership. Currently, 63.9% of businesses across the globe, do not have targets for increasing female representation in senior roles. Without clear goals, businesses risk stagnation. Setting and tracking progress on gender balance is essential. -Support women throughout their careers. Companies must implement policies focused on mentorship, networking, and career development. Data shows that firms with networking targets (61.1%) and mentorship programs (50.7%) have made notable progress in gender diversity. -Ensure Diversity across supply chains. Over 77.6% of mid-market businesses have been asked by investors or partners to demonstrate their commitment to gender diversity. Companies that responded saw significant improvement, with 56.3% increasing women’s representation in leadership within a year. Despite understanding that gender diversity is a fuel for potential growth, many businesses often lack a clear purpose behind their gender equality strategies. This is not only to the detriment of mid-market firms. If firms pass upon the growth opportunities offered by better balanced teams, this will have repercussions on economies across the world. They must act now. However, this year’s research does give reason for optimism and there is a great deal to learn.
Key highlights of Botswana Budget 2025/26
Extended deadline for PAYE, OWHT and individual tax returns for the tax year ending 30 June 2024
The 2024 edition of the publication has been updated for changes to International Financial Reporting Standards (IFRS) that were published between 1 January 2023 and 31 December 2023. The publication now covers 31 March 2023, 30 June 2023, 30 September 2023, 31 December 2023 and 31 March 2024 financial year ends.
Increase in tax-exempt portion of lumpsum payments: pensions, bonuses, severance pay and more
Grant Thornton’s International Business Report (IBR) has been casting a light on the issue of gender diversity in senior management at mid-market businesses for 20 years, exposing barriers and identifying facilitators of change. Despite global progress, Botswana's journey to gender parity in senior leadership demands urgent attention. Grant Thornton's latest research unveils three vital pathways for businesses to fast-track progress.
Key highlights of Botswana Budget 2024/25 - This year, the focus of the budget is on transforming the lives of Batswana. We provide key highlights of the budget, with particular focus on growth stimulation, employment creation and sectors with great potential to transform the lives of Batswana.
Increase in tax-exempt portion of lumpsum payments
Agile auditing - Internal audit functions going agile