Gender Diversity in the FTSE
Diversity UK continues to review the issue of gender diversity in the UK, particularly at the intersectionality between gender and race and more specifically at the issue of access to senior positions in corporate boardrooms.
| Women Board Directors / Year | 2011 | 2012 | 2013 | 2014 | 2015 | 2016 | 2017 | 2018 | 2019 | 2020 | 2021 | 2022 |
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| FTSE 100 | 12.5% | 15.0% | 17.3% | 20.7% | 23.5% | 26.6% | 27.7% | 30.2% | 32.4% | 36.2% | 39.1% | 40.5% |
| FTSE 250 | 7.8% | 9.6% | 13.2% | 15.6% | 19.6% | 21.1% | 22.8% | 24.9% | 29.6% | 33.2% | 36.8% | 40.1% |
| FTSE 350 | 9.5% | 11.5% | 14.7% | 17.4% | 21.9% | 23.0% | 24.5% | 26.7% | 30.6% | 34.0% | 37.6% | 40.2% |
* Information from the Hampton Alexander 5 year summary report (February 2021)
** Figures for 2015 onwards are for October rather than March as previously calculated.
# Figures from 2021 onwards are from the FTSE Women Leaders Review
FTSE 100 companies have increased the number of women on their board from 12.5% in 2011 to 40.5% today, with the FTSE 250 similarly improving from 7.8% to 40.1% and the FTSE 350 improving from 9.5% in 2011 to 40.2% in 2021 – a positive step that indicates that diversity and inclusion can be improved given sufficient attention and targets. This was initiated by Lord Davies review, followed by the Hampton Alexander Review and now the FTSE Women Leaders Review.