Frequently Asked Questions (FAQs)
1. What is the Hampton-Alexander Review?
The Hampton-Alexander Review is an independent review body, supported by Government, which builds on the excellent work of the Davies Review to increase the number of women on FTSE 350 boards, with an important additional focus to improve women’s representation in senior leadership positions. Find out more and view previous reports at www.ftsewomenleaders.com
2. How does a FTSE 350 company submit their gender leadership data and what is required?
The process takes place through an online data submission facility via a secure portal on the Review’s website. The portal is designed to gather company specific data on the number of men and women on both the Executive Committee and Direct Reports to the Executive Committee at a specific date each year.
For the 2020 year, the snapshot reporting date will be as at 31 October 2020.
The portal also gathers turnover data i.e. the total number of men and women who have left and joined in the reporting period.
For the 2020 year, the turnover reporting period will be the 16 month period prior to 31 October 2020, i.e. 1 July 2019 to 31 October 2020.
3. Do I need to submit any data relating to the gender composition of the board of my company?
No data is required on the gender composition of the board via the portal process. This information will be collected by the Hampton-Alexander Review team from BoardEx or publicly available sources at the end of the 2020 calendar year.
Please note: Any Executive Director who is a member of the board and also a member of the leadership team, needs to be included via the portal process, in the Executive Committee, or equivalent, data. This is likely to include the CEO and the Finance Director only, but also any other Executive Director that is also a member of the board.
4. How do I get started?
Follow the link to the portal here which takes you to the portal Welcome page as shown below.
The portal will be open from 1 September 2020 for companies which are new to the FTSE 350 index and need to register for the first time, or any company that is already registered but needs to change their registered user details. It is also open for all companies wishing to log in and browse prior years’ data.
The portal will be open for all FTSE 350 companies to submit their 2020 gender representation data from
Monday 2 November until Monday 30 November 2020
Choose the Log In box if your company registered in 2019, or in previous years and the registered user is unchanged. The registered user will need the Username and Password they provided at the point of registration. Once successfully logged in, the relevant company record, tabs showing their gender data submitted in previous years, and the form requiring completion in 2020, will become visible. You can also reset your password here.
Please note: the password reset function should only be used if the same user is submitting the data in 2020 as in prior years. If a new user is submitting data in 2020, please refer to guidance below under ‘change user’.
Choose the Change User box if your company registered in 2019 or in previous years, but you would like to change the Username that is registered to access the company’s account. This may be because the current registered user is no longer working for the company, or responsibilities have changed.
Choose the Register box if your company is a new entrant to the FTSE 350 (i.e. entered the FTSE 350 after October 2019) and submitting their gender data for the first time. The registration process is a two-stage process as follows:
Stage 1 Register your Company
The first stage is registration where the employee responsible for submitting their company’s gender data is required to register their company and their own contact details on the portal. To do this click the Register box on the Portal welcome page as shown above.
Stage 2 Submitting your Data
The second stage is the actual gender data submission. See Qu. 6 below for more details on the data submission requirements
5. When will the portal be open for administrative changes and browsing?
The portal will open from 1 September 2020 for a number of administrative tasks such as registering your company for the first time, changing the registered Username where a company is already registered, re-setting of passwords, and to browse prior year data or the 2020 form.
6. When will I be able to submit data for this year?
The link to the portal will be live for data submissions on Monday 2 November 2020.
7. What is the deadline for submitting data?
The deadline for submissions is Monday 30 November 2020.
8. Who should complete the registration process and submit the data?
The person who registers and submits the gender data should be the same person. They should also be an employee of the company, appropriately authorised to submit their company’s gender data and someone the Hampton-Alexander team can contact in the event of any queries.
9. What type of data is collected via the portal process?
There are two types of data collected in this process, relevant employee contact details for the registered user for each company, and the company specific gender information:
b) The Submitting your Data process via the online form collects Gender Representation Data, Employee Turnover Data and Key Functional Role Data as set out below:
Gender Representation Data
The online form collects the gender of members of the Executive Committee and the Direct Reports to the Executive Committee on a snap-shot basis as at 31 October 2020.
Section 1 Executive Committee*
*excluding all administrative and support staff
Executive Committee members – men
Executive Committee members – women
Total number of Executive Committee members
Section 2 Direct Reports* to the Executive Committee
*excluding all administrative and support staff
Direct Reports – men
Direct Reports – women
Total number of Direct Reports
Employee Turnover Data
The online form also collects information on turnover by comparing the gender representation of a company from one year to the next. In addition to the Gender Representation Data required, the number of leavers and the number of joiners by gender are required to calculate the turnover.
Section 1 Executive Committee
Executive Committee members that left in the 16 months to 31 October 2020 – men and women
Executive Committee members that joined in the 16 months to 31 October 2020 – men and women
Section 2 Direct Reports* to the Executive Committee
*excluding all administrative and support staff
Direct Reports that joined in the 16 months to 31 October 2020 – men and women
Direct Reports that left in the 16 months to 31 October 2020 – men and women
Note: When calculating leavers, include all internal moves, which have happened in the year, due to promotion/sideways move/demotions/secondments and all external moves, which have happened in the year due to retirement/redundancies/resignation. When calculating joiners, include all internal moves, which have happened in the year due to promotion/sideways move/demotions/secondments and all external recruitment hires
Section 3 Key Functional Roles
This section is on a snapshot basis as at 31 October 2020, and requests the gender and name of the holders of key functional roles. The purpose of this data is to provide a better understanding of the gender balance of leaders in functions where women are not often strongly represented.
1. Human Resources Director (HRD) or the most senior executive responsible for people and talent management
2. Chief Information Officer (CIO) or the most senior executive responsible for systems and technology
3. General Counsel and /or Company Secretary
Either: (where the role is a combined responsibility),
(a) General Counsel and Company Secretary
Or: (where the role has separate responsibilities/job holders)
(b) General Counsel
(c) Company Secretary
10. How will the gender data collected be published in the report?
The Gender Representation Data, which is collected on a ‘snap-shot’ basis as at 31 October 2020, may be published by the Hampton-Alexander Review on an individual company basis and in the aggregate.
The Employee Turnover Data may be published by the Hampton-Alexander Review in the aggregate, but will not be published on an individual company basis.
The Key Functional Role Data, which is collected on a ‘snap-shot’ basis as at 31 October 2020, may be published by the Hampton-Alexander Review in the aggregate, but will not be published on an individual company basis. Role holders’ names are captured for completeness and validation purposes only, will not be published and will remain confidential to the parties of the Hampton-Alexander Review.
11. What if my company doesn’t have an Executive Committee?
We anticipate most FTSE companies will have an Executive Committee or similarly named organisational structure. For those companies that do not, it should be the nearest equivalent and senior-most executive or managerial governing body that sits below the board, often chaired by the CEO or in the absence of this, the collective of employees who directly report to the CEO. This should exclude administrative and support staff. From data gathered in previous years the average size of a FTSE 100 Executive Committee is 10. These are typically slightly smaller in FTSE 250 companies.
Direct Reports are employees in a direct reporting line to members of the Executive Committee or the nearest equivalent. This should exclude administrative and support staff. From data gathered last year, the average size of a FTSE 100 Direct Report population is 54. These are typically slightly smaller in FTSE 250 companies.
12. What if the role of Chief Information Officer, General Counsel and / or Company Secretary doesn’t exist in the organisation or is outsourced to a third party company?
If there is no equivalent role in the organization for one or all of these roles, then please select ‘No such role’ from the drop down under Gender in Section Three. If you are unsure please contact email@example.com
13. If my company is structured as an Investment Trust, how should I respond?
Investment Trusts that do not have any employees and/or have substantially outsourced the management of the company to third parties, are not required to submit this gender data. Further, Investment Trusts which were recorded as such in Appendices B to D of the November 2019 Hampton-Alexander Report are not required to re-confirm their company status if this remains unchanged from 2019.
All new entrants to the FTSE 350 index are required to either confirm their legal status as an Investment Trust, or submit their Gender Representation Data in 2020. To confirm your company’s status as an Investment Trust please contact firstname.lastname@example.org
14. How long will it take to complete the online submission?
Providing you have collected all of the data required in advance, the online submission process is straight-forward and should take no more than half an hour to complete.
15. Why do you need to collect this data?
To continue to build on the progress made in recent years we are requesting FTSE 350 companies to voluntarily share their data on the representation of women in their leadership layers, specifically the Executive Committee (or nearest equivalent top team) and the Direct Reports to the Executive Committee (excluding all administrative and support staff), as well as the turnover in these two populations in the previous 16 months.
16. Who will have access to the data?
The data submitted will be accessed by a limited number of parties involved in analysing the gender performance data for the Hampton-Alexander Review and compiling the report. This includes the Hampton-Alexander Review Steering Group and team, the Government Equalities Office, the Department of Business, Energy and Industrial Strategy and partners supporting the Hampton-Alexander Review website and publication of reports. This year’s report will be made public on 24 February 2021.
17. What are the implications of GDPR as regards asking for permission to use data?
18. How can I check if my company submitted data last year?
The vast majority of FTSE 350 companies submitted their data in the summer of 2019. You can check by logging onto the portal and clicking on the 2019 tab on your company’s record, once it opens for limited activities on 1 September 2020. If you are unable to do so, please contact us at email@example.com
19. Will data my company submitted in previous years be used in the 2020 Hampton-Alexander report or future reports?
For completeness of reporting and tracking progress over time, we may publish gender representation data submitted in previous years in this year’s report and future reports.
20. What will happen to the data once it has been submitted?
You will receive an email notification confirming your company data has successfully been submitted. The email will include a link to log back into the online facility to see the information you submitted, but you won’t be able to edit it.
21. If I notice a mistake in the data I have submitted will I be able to change it?
The online facility will be live from Monday 2 November – Monday 30 November 2020 which we hope is enough time to check the data is accurate before you submit it. If a change is required, the registered user will need to confirm this in writing via Contact Us at firstname.lastname@example.org
You will then be sent a link allowing amendments to your data for up to 48 hours after receiving the link.
Data submitted in 2019 or previous years cannot be amended.
22. How will the data be used by the Hampton-Alexander Review team?
The Hampton-Alexander Review, along with partners and our sponsors KPMG working with us, are responsible for collecting and reporting on progress as regards women’s representation on FTSE 350 Boards, the Executive Committee and Direct Reports to the Executive Committee. Gender representation data will be published both by individual company and on an aggregate basis.
The team will collate all the gender data submitted and analyse it for inclusion in the annual Hampton-Alexander report.
This year’s report will be made public on 24 February 2021.
23. Why isn’t this information already available elsewhere?
The composition of FTSE Boards is publicly available information and also reported by Board Ex. and elsewhere. This is not the case for the composition of FTSE 350 Executive Committees or Direct Reports to the Executive Committee, however the FRC and BEIS are currently reviewing this. To provide accurate year-on-year reporting on progress towards the 33% target, all FTSE 350 companies are requested to submit their data at the same time via the portal on the Hampton-Alexander website.
24. What happens if my company doesn’t submit its data?
We anticipate all FTSE 350 companies will want to participate as the Review’s annual report is widely used and distributed to business communities, including investors, customers, other stakeholders and regulatory bodies. If any company chooses not to participate, the names of these companies will be published as part of the reporting process
25. Should my company publish the data Hampton-Alexander require elsewhere?
Yes. In line with the recommendations of the Hampton-Alexander Review we also encourage companies to publish details of the number of women on the Executive Committee and the Direct Reports to the Executive Committee in their Annual Report and Accounts and/or on their websites. As the reporting process takes place only annually, information on websites helps the Hampton-Alexander Review team and other stakeholders to keep updated.
26. Is this the same as the new Gender Pay Gap (GPG) reporting requirements?
No, this is an entirely separate, voluntary request made by the independent Hampton-Alexander Review, supported by the Department of Business, Energy and Industrial Strategy and the Government Equalities Office. Together we request FTSE 350 companies to submit data on the gender representation on the Executive Committee and Direct Reports to the Executive Committee.
Mandatory GPG reporting https://genderpaygap.campaign.gov.uk/ is a legislative requirement that came into force in April 2017 requiring employers with 250 employees or more, to publish a range of Gender Pay Gap information by 30 March for the public sector and 4 April for the private and voluntary sector.
Due to the Coronavirus outbreak, the Government Equalities Office (GEO) and the Equality and Human Rights Commission (EHRC) have taken the decision to suspend enforcement of the gender pay gap deadlines for this reporting year (2019/20).The decision means there will be no expectation on employers to report their data.
Analysis of FTSE companies’ gender pay gap reports, shows there is a significant gap in the earnings opportunity of men and women, largely as a result of too few women in higher paid executive or leadership roles and too many women occupying lower paid and lower grade roles.
The Hampton-Alexander Review’s primary purpose is to increase the number of women on FTSE 350 boards and in executive and leadership roles, ensuring equal opportunity for both men and women and as such significantly contributing to closing the gender pay gap.
If you have any further questions please contact the Hampton-Alexander Review team at email@example.com