Targets & Progress
The Hampton-Alexander Review set a target of 33% representation of women on FTSE 350 Boards and in Executive Committee and Direct Reports by the end of 2020. The Review captures over 23,000 leadership roles in 350 of Britain’s largest companies making the UK’s voluntary approach to improving women’s representation at the top table, arguably the biggest and most ambitious of any country.
What are the Hampton-Alexander Review FTSE 350 targets?
Women On Boards Progress To Date (as at February 2020)
FTSE 100 Women on Boards Progress To Date – February 2020
FTSE 250 Women on Boards Progress To Date – November 2019
The representation of women on FTSE 250 boards has increased to just below 30% this year with the biggest increase yet. 111 boards are at 33% or above 33% compared to 66 last year.
If the progress seen in 2019 continues, with an increase in the appointment rate to around 45%, i.e. half of all available appointments on FTSE 250 boards during the current year go to a woman, then the target should also be within reach for the FTSE 250 by the end of 2020.
Executive Committee and Direct Reports Progress (as at 30 June 2019)
FTSE 100 Executive Committee
FTSE 100 Direct Reports
FTSE 100 Combined Executive Committee & Direct Reports
FTSE 250 Executive Committee
FTSE 250 Direct Reports
FTSE 250 Combined Executive Committee & Direct Reports
FTSE 100 Women in Senior Leadership Progress To June 2019
The representation of women on the Combined Executive Committee and Direct Reports has risen from 27% to 28.6% with slightly better progress on the Executive Committee than the Direct Reports, on a stand-alone basis.
In 2019 there has been reasonable progress overall, however four years on too few women are being appointed into senior leadership roles in the FTSE 100, with around two thirds of all available roles still going to men. As a result many companies remain well adrift from the 33% target.
FTSE 250 Women in Senior Leadership Progress To June 2019
The representation of women on the Combined Executive Committee and Direct Reports has increased in the year to 27.9% from 24.9% in 2018 and minimal progress in 2017.
In 2019 there has been good progress overall with a 3% jump in the year of women in FTSE 250 senior leadership roles. However four years on there are still too few women being appointed – and similar to the FTSE 100 – around two thirds of all available roles are still going to men. Very fast work is needed next year to reach the 33% target.