Hampton Alexander Review

DOWNLOAD NOW Hampton-Alexander Review November 2018

Improving gender balance in FTSE leadership

The Hampton-Alexander Review is an independent review body which builds on the excellent work of the Davies Review to increase the number of women on FTSE 350 boards. The review has a joint focus to improve women’s representation at board level and in senior leadership positions two layers below the board and continues to adopt a voluntary business-led approach.

The voluntary, business-led approach continues to work well and although FTSE Boards have undergone a significant shift in recent years, it is clear this is a longer-term challenge and there is more work to do to sustain progress.

We are committed to achieving the 33% target for women on boards and in leadership teams of FTSE 350 companies by 2020. The goal and inherent benefits for British business are within reach. However, success requires robust action from all stakeholders and every FTSE 350 company to play their part.

Following the first report in 2016, our reports are published annually each November. The next report will be published in November 2019.

Click to read previous reports here.

Read our recent press release

What are the Hampton-Alexander Review FTSE 350 targets?


Board positions to be held by women by 2020

Women’s representation on Leadership teams* by 2020

Close X
*What is a leadership team?

  • Leadership teams are members of the Executive Committee and those senior leaders who are
    Direct Reports to Executive Committee members. Sometimes its referred to as the ‘C-suite plus
  • The Executive Committee are responsible for managing and running a company. It typically
    comprises the Chief Executive, Chief Financial Officer and leaders of other key functions –
    including Legal and Operations.
  • The Direct Reports to the Executive Committee are those individuals that report directly to a member of the Executive Committee, excluding administrative staff.
Sir Philip Hampton

Sir Philip Hampton

“It is clear that gender balance on FTSE boards has undergone a dramatic shift in recent years and this progress continues. However, we must significantly increase the number of women in senior leadership roles if we are to harness the skills of women for the benefit of business and the UK economy.”

FTSE 100 Executive Committee
and Direct Reports June 2018

FTSE 100: 21.1% Executive Committee, FTSE 250: 27.8% Direct Reports, FTSE 350: 27% Combined ExCo/DR

FTSE 250 Executive Committee
and Direct Reports June 2018

FTSE 100: 16.3% Executive Committee, FTSE 250: 26.4% Direct Reports, FTSE 350: 24.9% Combined ExCo/DR
Denise Wilson

Denise Wilson

“A step change is needed in pace. With just less than a third of FTSE 350 leadership roles going to women in the year, this falls short of what is required. Almost one in two or around 40% of all appointments need to go women in the next three years to achieve the 33% target”

Latest Tweets

More here: @HA_Review

“It is time to call out the 75 at ‘One & Done’ boards that are dragging overall progress downwards.

The 33% target is a collective effort and it is incumbent on every FTSE 350 listed company to play their part – get with the new norm – today one woman at the table, is little different to none!”

October 2018

Women On Boards
October 2018

FTSE 100: 30.2%, FTSE 250: 24.9%, FTSE 350: 26.7%

How to create change

Read about some recent innovations and initiatives designed to improve gender diversity from a variety of industries. Companies featured include Aviva, Unilever, Lloyds Banking Group, Sky, Vodafone, ITV, Burberry and Pearson.

Leading by example

Tribute to the late Dame Helen Alexander

A video tribute to Dame Helen Alexander (Created by Peel Hunt, founders of the Non-Executive Director Awards)