FTSE Women Leaders: Improving gender balance in FTSE Leadership
With FTSE 350 companies now asked
to build the representation of women
on their boards to 33% and British
business in its sixth year of progress to
increase the number of women in the
boardroom, it is time to apply a similar
framework to improving the number of
women in the all-important leadership
roles below the board.
The Hampton-Alexander Review (the Review) will build on the success of voluntary business-led approach of the Davies Review for Women on Boards, extending the scope to include FTSE 350 Executive Committees and the Direct Reports to the Executive Committee.
Although the approach is similar, making progress in the executive pipeline brings new challenges. There is a lack of public disclosure on gender performance at senior levels, particularly in the FTSE 250, so data gathering and the reporting of FTSE progress is a largely manual task. There are new stakeholders
in CEOs, HR Directors and aspiring women
to engage and a growing awareness of the multiple barriers to women in the workplace in seeking to progress through the ranks.