Women on FTSE boards

The Hampton-Alexander Review has just released new figures which show that for the first time, the FTSE 250 are on track to meet the 2020 target of having 33% of senior leadership positions being held by women. Data shows that 32.1% of FTSE 100 board positions are held by women, up from 12.5% in 2011 with FTSE 250, figures also improving from 24.9% to 27.5%. However, there are four all male boards in the FTSE 250.

Today marks the portal opening for FTSE 350 companies to submit their senior leadership gender representation data to the Hampton-Alexander Review amidst 14 companies who have been named in a new initiative to highlight those with one woman or less on their board.

Figures for women on boards of FTSE companies published on 1 June, show that in November 2018:

  • FTSE 100 is at 32.1% up from 30.2%
  • FTSE 250 is at 27.5% up from 24.9%
  • FTSE 350 is at 29.1% up from 26.7%
  • FTSE 350 all-male boards, down from 5

Hephzi Pemberton, Founder of Equality Group is of the opinion:
'It is great to see that FTSE companies are continually improving the number of women they have in senior leadership positions, especially as these large corporations have a responsibility to set a precedence for all smaller businesses in regards to gender equality. However, despite the progress that is being made, too many boards still only have one women within senior positions and there are four FTSE 250 companies with all male boards. It is only by assessing their current policies that all workplaces can produce affirmative action which ensures sustained progression of equality and opportunity for women at all levels of the professional ladder.

Ultimately, diverse businesses do better with statistics finding a 33% increase in profitability in diverse and inclusive companies. They are able to attract, develop and retain a broader talent pool and because of this, are able to serve niche markets with a better understanding of their customers. All FTSE companies should strive for diversity, not simply to meet implemented targets, but to reap the rewards that increased diversity will enable. '

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