{"id":986,"date":"2021-03-03T00:00:00","date_gmt":"2021-03-03T00:00:00","guid":{"rendered":"http:\/\/taxbak.co.uk\/index.php\/2021\/03\/03\/gender-gap-closing-in-uk-board-rooms\/"},"modified":"2021-03-03T00:00:00","modified_gmt":"2021-03-03T00:00:00","slug":"gender-gap-closing-in-uk-board-rooms","status":"publish","type":"post","link":"http:\/\/taxbak.co.uk\/index.php\/2021\/03\/03\/gender-gap-closing-in-uk-board-rooms\/","title":{"rendered":"Gender gap closing in UK board rooms"},"content":{"rendered":"<p>More than a third (34.3%) of FTSE 350 board positions are now held by women, with the number of women on boards increasing by 50% over the last 5 years, data released today (Wednesday 24 February) shows, representing a dramatic shift in representation at the very highest levels of British business.<\/p>\n<p>The data has been published in the final report from the government-backed Hampton-Alexander Review, which was launched in 2016 to encourage UK-listed companies to appoint more women to their boards and into senior leadership positions.<\/p>\n<p>While men still dominate in the upper ranks of the UK&rsquo;s top firms, in 5 years the Review has seen remarkable progress among FTSE companies. In total, 220 of the FTSE 350 companies now meet the Hampton-Alexander target of having at least 33% of their board positions held by women &#8211; with the figure having quadrupled from just 53 in 2015, and there are no longer any all-male boards in the FTSE 350.<\/p>\n<p>The figures also show an increase in women in wider senior leadership roles, demonstrating that Hampton-Alexander&rsquo;s top-down approach &#8211; with boardrooms setting the standards for women&rsquo;s representation across the company &#8211; is providing pathways to success for women and ultimately supporting British business to strengthen leadership with new ideas and diverse perspectives that come from more women in senior positions.<\/p>\n<table cellspacing=\"0\" style=\"width:472.5pt\">\n<thead>\n<tr>\n<td>\n<p><strong>Data<\/strong><\/p>\n<\/td>\n<td>\n<p><strong>Oct 2015<\/strong><\/p>\n<\/td>\n<td>\n<p><strong>Jan 2021<\/strong><\/p>\n<\/td>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>\n<p>Number of women on boards in FTSE 350<\/p>\n<\/td>\n<td>\n<p>682<\/p>\n<\/td>\n<td>\n<p>1,026<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p>Representation of women on boards in FTSE 350 (as a %)<\/p>\n<\/td>\n<td>\n<p>21.9%<\/p>\n<\/td>\n<td>\n<p>34.3%<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p>Number of all-male boards in FTSE 350<\/p>\n<\/td>\n<td>\n<p>15<\/p>\n<\/td>\n<td>\n<p>0<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p>Number of companies with 33%  women on boards in FTSE 350<\/p>\n<\/td>\n<td>\n<p>53<\/p>\n<\/td>\n<td>\n<p>220<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p>Number of boards with only one woman (One &amp; Done)<\/p>\n<\/td>\n<td>\n<p>116<\/p>\n<\/td>\n<td>\n<p>16<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p>Representation of women in leadership roles in FTSE 350 (as a %)<\/p>\n<\/td>\n<td>\n<p>24.5% (in 2017,<br \/>\n\t\t\twhen data collection began)<\/p>\n<\/td>\n<td>\n<p>29.4%<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>The FTSE 250 reached the Hampton-Alexander Review&rsquo;s final target of women making up 33% of boards in December 2020, following the FTSE 100 and FTSE 350, which achieved the milestone in February and September 2020 respectively, highlighting the success of the government&rsquo;s voluntary, business-led approach in addressing the exclusion of women from the top of FTSE companies.<\/p>\n<!-- -->","protected":false},"excerpt":{"rendered":"<p>More than a third (34.3%) of FTSE 350 board positions are now held by women, with the number of women on boards increasing by 50% over the last 5 years, data released today (Wednesday 24 February) shows, representing a dramatic shift in representation at the very highest levels of British business. The data has been [&hellip;]<\/p>\n","protected":false},"author":0,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"om_disable_all_campaigns":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-986","post","type-post","status-publish","format-standard","hentry","category-uncategorized","blog-left-layout","blog-style-postblock","","blog-alt-odd"],"jetpack_sharing_enabled":true,"jetpack_featured_media_url":"","_links":{"self":[{"href":"http:\/\/taxbak.co.uk\/index.php\/wp-json\/wp\/v2\/posts\/986","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/taxbak.co.uk\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/taxbak.co.uk\/index.php\/wp-json\/wp\/v2\/types\/post"}],"replies":[{"embeddable":true,"href":"http:\/\/taxbak.co.uk\/index.php\/wp-json\/wp\/v2\/comments?post=986"}],"version-history":[{"count":0,"href":"http:\/\/taxbak.co.uk\/index.php\/wp-json\/wp\/v2\/posts\/986\/revisions"}],"wp:attachment":[{"href":"http:\/\/taxbak.co.uk\/index.php\/wp-json\/wp\/v2\/media?parent=986"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/taxbak.co.uk\/index.php\/wp-json\/wp\/v2\/categories?post=986"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/taxbak.co.uk\/index.php\/wp-json\/wp\/v2\/tags?post=986"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}