What is 40-40-20 gender?

40-40-20 gender or 40:40:20 gender balance is a representation target designed to encourage greater gender diversity in organizations, particularly in leadership and decision-making positions. The basic idea is to aim for at least 40% women, at least 40% men, and 20% flexibility for any gender.

The remaining 20% provides flexibility and can include women, men, non-binary people or people of other gender identities. UN Women-related gender-finance material describes the 40:40:20 model as an example of an organizational gender-representation target.

What does 40:40:20 mean?

The simplest explanation is:

40% women + 40% men + 20% any gender = 100%

The objective is not necessarily to create an exact 40/40/20 division in every organization. Instead, it establishes a target that prevents one gender from becoming overwhelmingly represented.

For example, an organization with 100 leadership positions could aim for approximately:

40 women
40 men
20 people of any gender

The flexible 20% is important because gender identity is more diverse than a simple male/female binary.

Is 40:40:20 a UN rule?

No. 40:40:20 is not a universal United Nations rule or requirement.

It is better understood as a gender-balance framework or organizational target used by some governments, businesses, professional organizations and other institutions.

UN Women materials cite the 40:40:20 model as an example of setting gender representation targets, but that does not mean every UN organization is required to maintain exactly 40% men, 40% women and 20% flexible representation.

Why is 40:40:20 used?

Traditional gender-balance targets often focused on achieving approximately 50% women and 50% men. The 40:40:20 model provides more flexibility.

It recognizes that organizations can have people whose gender identity does not fit exclusively into male or female categories.

The model is therefore often used as a practical diversity target for:

Executive leadership
Corporate boards
Government organizations
Recruitment
Promotion
Management teams
Professional organizations

Does 40:40:20 mean 20% must be non-binary?

No.

The 20% is not a quota requiring 20% of employees to be non-binary.

It means that the remaining 20% of the representation target is flexible and can consist of people of any gender. This allows organizations to pursue gender diversity without forcing every individual into a particular category.

Why is gender balance important?

Gender diversity can help organizations access a broader range of experiences, perspectives and talent. Gender representation is particularly important in leadership because decision-making bodies can influence organizational policies, recruitment, workplace culture and resource allocation.

However, a numerical target alone does not automatically create gender equality. Organizations also need fair recruitment, equal opportunities, appropriate workplace policies, career development and protection against discrimination and harassment.

Is 40:40:20 the same as gender equality?

Not exactly.

Gender equality is the broader principle that people should have equal rights, opportunities and treatment regardless of gender.

40:40:20 is a numerical representation target that can be used as one practical tool to support greater gender balance.

Therefore, organizations should not treat reaching a 40:40:20 ratio as proof that they have solved all gender-equality issues.

For people searching “What is 40-40-20 gender?”, “What does 40:40:20 mean?”, or “40:40:20 gender balance,” the simplest answer is that it is a representation target aiming for 40% women, 40% men and 20% flexible representation of any gender.