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1、EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesSponsored byFTSE Women Leaders ReviewAchieving Gender BalanceFebruary 2025 StartEDGE OF PAGEMARGINCROP MARKSMARGIN

2、EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesContentsForewords3Executive Summary7Who We Are9The Recommendations 10Women on Boards11Women in Leadership21Four Key Roles31Appendices 36Women on Boa

3、rds Analysis37Women in Leadership Analysis39Four Key Roles Analysis 41Company Rankings 422EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesMinisterial ForewordThe

4、Rt Hon Jonathan Reynolds MPSecretary of State for Business and Trade and President of the Board of TradeThe Rt Hon Anneliese Dodds MPMinister of State(Minister for Women and Equalities)The work of the FTSE Women Leaders Review is vital to improve the representation of women on the Boards and Leaders

5、hip teams of the FTSE 350 and 50 of the UKs largest private companies.Since the start of the Review in 2011 there has been a seismic shift in the gender balance of British boards from 9.5%FTSE 350 women board members in 2011,to 43%today.This change has been down to business leading business.The work

6、 of the Review is truly unique.Its voluntary and data-led approach has made it one of the most ambitious programmes in the world to achieve gender parity in senior leadership within the business community,achieving the same results as mandatory initiatives in other countries.The Review showcases mea

7、ningful steps towards a more inclusive and balanced future and,most importantly,helps organisations to fulfil their responsibilities to lead with purpose.As businesses and organisations navigate an ever-changing global landscape,it has become increasingly evident that diverse leadership teams are no

8、t just a matter of fairnessthey are essential for fostering innovation,driving performance,and ensuring sustainable growth.Seeking gender equality is not a gimmick,it is a business imperative.An inclusive and diverse culture expands the pool of ideas,which creates new avenues of development and prod

9、uctivity.An inclusive culture also allows colleagues to be themselves and perform to the best of their ability.Businesses who actively engage in embedding gender equality stand the best chance of:developing a pipeline of strong female candidates ready to progress into the most senior roles;reducing

10、staff attrition;and attracting more talented external female candidates.The FTSE Women Leaders Report serves as both a benchmark and a call to action.It highlights the progress made in advancing gender parity within business leadership,while acknowledging that this work needs to continue to ensure t

11、hat women are adequately represented in senior roles across the FTSE 350 companies.While there has been significant growth in the number of women in senior leadership positions,we must continue to build on this momentum and ensure progress does not stall and that businesses provide their own insight

12、s and solutions.The Government has made a range of commitments which will support women in business.We have committed to tackling the gender pay gap and promoting policies that encourage gender equality in the workplace.We have also set out support for women entrepreneurs,recognising that women face

13、 unique challenges in starting and scaling businesses.We are making changes that allow for better work-life balance,such as improving parental leave,expanding childcare and ensuring flexible working arrangements.While these are accessible to all employees,we know that women will particularly benefit

14、 as they are often more impacted by caregiving responsibilities.We are investing in training and skills development,and ensuring women have the opportunity to compete in emerging industries.These commitments are part of this Governments broader agenda to grow the economy for everyone.Businesses must

15、 continue to push for greater diversity,inclusion,and equality to maximise the countrys opportunity and unleash growth.Together,we can create a future where leadership is defined not by gender,but by ability,vision,and commitment to excellence.We thank the Reviews Co-Chairs Penny James and Nimesh Pa

16、tel,Chief Executive Vivienne Artz and the Review team for their work on the Review and for this years report.3EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesWord

17、 from our SponsorBina MehtaChair KPMG LLPWith the final year of the FTSE Women Leaders Review ahead,Im delighted we have continued to make substantial progress in achieving greater gender balance in senior roles,something that reflects many years of voluntary effort and collective action.Its particu

18、larly encouraging to see the progress made by the UKs 50 largest private companies in their first three years of reporting.These companies are keeping pace with the FTSE100 and are currently reporting 35%of Executive Committee roles are held by women.As Chair of KPMG LLP,I am proud that our firm con

19、tinues to grow the number of women in leadership roles,maintaining our position in the companies with the highest representation of women.As a firm we recognise the importance of creating an environment where everyone can succeed and thrive.With the countrys renewed focused on economic growth,if bus

20、inesses continue to work together,we can help to deliver long term prosperous and sustainable growth.4EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesWord from ou

21、r SponsorSir Robin Budenberg CBEChair Lloyds Banking GroupA strong,diverse workforce is fundamental to business success and to the growth of the UK economy.When leadership reflects the society it serves,businesses are better equipped to understand their customers,drive innovation and deliver long-te

22、rm sustainable growth.At Lloyds Banking Group,inclusion is central to our purpose of Helping Britain Prosper,ensuring we play our part in building a thriving and competitive UK economy.And if we do not employ the full breadth of society we will not benefit from all the talent available to us.As prou

23、d co-sponsor of the FTSE Women Leaders Review,we recognise the significant progress made over the years in driving gender balance,first at a Board-level,and now extending into the leadership levels of 400 companies.With just one year left to reach the collective 40%women in leadership target,it is c

24、ritical businesses remain committed on delivering lasting change.This year,Lloyds Banking Group has reached an important milestone,achieving gender balance on our Board,with 50%women and 50%men.Women represent 45.7%of our Leadership(defined as the Executive Committee and Direct Reports combined)whic

25、h,whilst still exceeds the FTSE Women Leaders 40%recommendation,is a slight reduction on last year.A reminder that progress is never guaranteed,and we must remain focused on sustaining momentum.Over the years,we have seen what works;a clear strategy,leadership accountability,and an unwavering commit

26、ment to reviewing processes to eliminate any potential bias.The integration of diversity goals into our Executive performance goals and our attention to the full talent pipeline have been critical in driving change.But as we have learned,progress is neither linear nor inevitable.Now is not the time

27、to waver.The responsibility lies with all of us to lead inclusively and to keep gender balance at the top of the agenda.By doing so,we not only strengthen our businesses but also contribute to a more dynamic and prosperous economy.5EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGIN

28、EDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesWord from our Co-ChairsPenny JamesCo-ChairFTSE Women Leaders Review Nimesh PatelCo-ChairFTSE Women Leaders Review The FTSE Women Leaders Review is entering its 15th year,with a simpl

29、e commitment to achievement gender parity at the top of British business,through transparency,shared targets and voluntary participation.The UK is nothing short of world leading in this space.A shining light with business leaders driving toward gender balance without the need for quotas.The UK is no

30、thing short of world leading in this space.A shining light with business leaders driving toward gender balance without the need for quotas.The Review has remained constant in its mission.Whilst some are challenging the concepts of diversity and inclusion,the UK remain steadfastly focused on achievin

31、g equality of opportunity and see unleashing potential in underrepresented groups as a vital building block towards improving productivity and delivering growth.The Review was and always has been led by business for business.A voluntary system of creating transparency and presenting the facts that b

32、usiness leaders and boards can use to shape their talent strategy,recognising that reflecting the Community you serve is good business sense.Business and governments have embraced it precisely for that reason,delivering a transformation at the top of British business.And we continue to make progress

33、 on our multi-year journey.Next year is the final year of this cycle of the Review.Some of our targets have already been met.Balance on boards for the FTSE 350 has been delivered.Some remain challenging,such as achieving balance in executive leadership by 2025,and will require a step up in commitmen

34、t.So to this years key themes:our boards across the FTSE 350 indices are essentially gender balancedour executive teams continue to make progress in the proportion of women since 2016,although without a concerted push it looks as though parity may take a little longer than 2025the gender balance of

35、the leadership teams of the 50 largest private companies are keeping pace with the FTSE 100 limited progress is being made on CEOs,but the trend on Finance Director appointments has improved this year,and we must ensure we are also developing P&L leaders to deepen the CEO pipelinewe are making progr

36、ess on Chairs,but the Four Key Roles continue to be dominated by Senior Independent Directors.We will need to monitor over time if this develops into a rich Chair succession pipeline.So,as in every one of our 15 years we have made progress,but there is more to do.With one year of this cycle remainin

37、g we call on boards to continue to challenge themselves on the balance in their leadership teams where we must improve momentum to achieve our target.We would like to thank our Steering Committee and Advisory Panel members for their wisdom;our sponsors KPMG and Lloyds Banking Group for their long st

38、anding and proactive commitment;the Department of Business and Trade and the Office for Equality and Opportunity for their continued support;and Vivienne Artz,our CEO for her passion and her drive.But mostly we would like to thank Business for continuing to drive towards a business environment that

39、offers opportunity for all,and that reflects our wider society.6EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesWomen in LeadershipFour Key RolesWomen on BoardsAp

40、pendicesExecutive SummaryProgress 2024British business continues to lead the way in increasing womens representation at the highest levels with the FTSE 350 reporting a year-on-year increase with women holding 43%of Board roles and 35%of leadership positions.The 50 largest private companies are keep

41、ing pace with the FTSE 100 companies with womens representation in leadership roles now at 37%and well within reach of the 40%target,but there is work to do to move the proportion of women on boards beyond 31%.In an increasingly disruptive world where companies are faced with a combination of econom

42、ic,geo-political and technological challenges,not to mention headwinds in relation to diversity and inclusion,UK business is setting an international standard for balanced and inclusive leadership.With its unique Government backed and business-led,voluntary approach,the UK has seen a complete transf

43、ormation in gender balance at the top of business over the last decade.By setting targets,analysing the data and reporting on progress,the FTSE Women Leaders Review(the Review)has been instrumental in driving transparency,accountability and positive change across the FTSE 350 and,more recently,the 5

44、0 largest private companies.As we close out the fourth year of a five year term,it is encouraging to see almost three quarters of the FTSE 350 companies meeting or exceeding the 40%target for women on boards and steadily increasing the number of women in leadership roles,as they reap the benefits of

45、 diversity in leadership across their organisations.Womens representation on FTSE 350 company boards has gone from strength to strength since the Review began in 2011 with 43.3%of board roles now held by women,and no all-men boards since 2019.The 50 private companies are reporting 30.5%women on boar

46、ds with only small changes over the last three years and an increase in all men boards from five to seven this year.It is also important to bear in mind that the 50 private companies constitute a much smaller number of companies that the FTSE 350,including eight Limited Liability Partnerships,with d

47、ifferent approaches to senior leadership.Overall,with just three years of reporting,there are relatively small changes in womens representation on the boards of the 50 private companies.Key Findings Women on Boards743.4%FTSE 350 Women on Boards30.5%50 Largest Private Companies Women on Boards43.4%49

48、.9%15.6%0%10%20%30%40%50%60%FTSE 350 Progression of Women on BoardsRepresentation of Women on BoardsRepresentation of Women NEDsRepresentation of Women Exec.Directors30.5%32.7%29.0%0%10%20%30%40%50 Largest Private Companies Progression of Women on BoardsRepresentation of Women on BoardsRepresentatio

49、n of Women NEDsRepresentation of Women Exec.Directors73%21%6%FTSE 350 Companies meeting the Women on Boards Recommendation of 40%At or above 40%Below 40%andabove 33%Below 33%34%12%54%50 Largest Private Companies meeting the Women on Boards Recommendation of 40%At or above 40%Below 40%andabove 33%Bel

50、ow 33%EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesWomen in LeadershipFour Key RolesWomen on BoardsAppendicesExecutive SummaryKey Findings Women in Leadership3

51、5.3%FTSE 350 Women in Leadership36.8%50 Largest Private Companies Women in LeadershipThe FTSE 100 and the 50 private companies are surging forward with women in leadership roles at an impressive 36.6%for the FTSE 100 and 36.8%for the 50 private companies respectively.The FTSE 250 is keeping pace at

52、34.2%and overall there has been progress year-on-year across many businesses.With six out of ten companies now having over 33%women in leadership,we are within striking distance of the 40%target,but this may not be achieved until beyond 2025 as some companies still have less that a third of their le

53、adership roles held by women.As we draw closer to gender parity the pace of change has also slowed.With women constituting 36%of direct reports and 29%of executive committee members in the FTSE 350,and in the 50 private companies 37%of direct reports and 34%on the executive committee,the pipeline is

54、 strong,but is challenged by the appointment rate in the FTSE 350 where six in 10 roles still go to men.35.3%29.2%36.3%10%20%30%40%FTSE 350 Companies Progression of Women in LeadershipRepresentation of Women in LeadershipRepresentation of Women on Executive CommitteeRepresentation of Women Direct Re

55、ports36.8%34.5%37.1%10%20%30%40%50 Largest Private Companies Progression of Women in LeadershipRepresentation of Women in LeadershipRepresentation of Women on Executive CommitteeRepresentation of Women Direct ReportsFour Key RolesThe Four Key Roles are important drivers for leadership and impact thr

56、oughout the organisation.The overall trend in the Four Key Roles in the FTSE 350 has been positive this year.For the FTSE 350,the number of Chairs increased significantly up seven to 60 Chairs(17%),Finance Directors are up nine to 57 in number(22%),and Senior Independent Directors increased by 30 to

57、 192(56%).In contrast,the number of women CEOs fell one to 19 this year.Across the 50 private companies,the number of CEOs has also fallen to eight(19%)this year,but in the same positive trend as the FTSE 350 companies,the number of Senior Independent Directors has increased by nine percentage point

58、s to 65%,with Chairs and Finance Directors staying steady at 15%and 24%respectively.FTSE 350 Womens progress in Four Key roles050100150200250Number of Women ChairsNumber of Women SIDsNumber of Women CEOsNumber of Women Finance Directors50 Largest Private Companies Womens progress in Four Key Roles05

59、101520Number of Women ChairsNumber of Women SIDsNumber of Women CEOsNumber of Women Finance DirectorsFunctional Roles The representation of women in functional roles,such as Human Resource Director,General Counsel,Company Secretary,Chief Information Officer,Finance Director and combined General Coun

60、sel&Company Secretary continues to grow across the FTSE 350.The increase in women on executive committees is dominated by those functional roles and there remains much work to be done to grow the number of women in the key decision-making positions.8EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARG

61、INCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesWomen in LeadershipFour Key RolesWomen on BoardsAppendicesFTSE Women LeadersWho we areThe Review is overseen by an independent steering body,made up of business and

62、 subject matter experts who along with the co-Chairs and CEO,support FTSE 350 companies and the 50 largest private companies in their efforts to increase women in senior leadership positions and on their boards.The Steering Group acts as a catalyst for sustained momentum and the monitoring of progre

63、ss.The approach of the Review is voluntary,target based and practical,supported by the Department of Business and Trade and the Office for Equality and Opportunity,and sponsored by business.The journey started with the Davies Review in 2011,when a target of 25%women on boards was set together with t

64、angible recommendations made to support more women at the top of British business.The Hampton-Alexander Review which succeeded it set a target of 33%women on boards,a key threshold in the shift from token to representation,and continued the call to investors to include gender balanced boards and lea

65、dership in their assessment of governance responsibilities,and the role of executive search firms in supporting the talent pipeline.The FTSE Women Leaders Review builds on the data-led approach of the earlier Reviews,has set a target of 40%for women on boards and in leadership,and has extended the s

66、cope to include the 50 largest private companies,encouraging progress,sharing best practice and collaborating with a range of supporters to deliver insights and recommendations to enable businesses to create inclusive leadership teams and workplaces.The focus on the four key roles of Chair,Senior In

67、dependent Director,CEO and Finance Director have helped to focus efforts on those roles key to delivering positive outcomes for everyone.TimelineThe Davies ReviewThe Hampton-Alexander Review FTSE Women Leaders Review Steering GroupPenny JamesCo-ChairNimesh PatelCo-ChairVivienne Artz OBEChief Executi

68、veAnna PurchasVice Chair and London Office Senior Partner,KPMG Chris GriggChair,UK Infrastructure Bank;Chair,Evelyn PartnersFiona Cannon OBELead Strategy and Sustainability Officer,Yorkshire Building SocietyLaura NeedhamChief Internal Auditor,Lloyds Banking GroupMelanie Richards CBEChair of AzetsMon

69、ique CarterPeople&Organisation Director,Anglo American PlcPev HooperManaging Partner,CVC Capital PartnersSpecial thanks to FTSE Women Leaders Review Advisory Panel membersThe CBIMatthew PercivalThe Investment AssociationAndrew NinianThe Institute of DirectorsJohn McLean30%ClubPavita CooperWomens Bus

70、iness CouncilMary McLeodFinancial Conduct AuthoritySacha Sadan92011-20152016-20002021-2025EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesThe RecommendationsIncre

71、ased Target Aiming for Gender BalanceRecommendation:The voluntary target for FTSE 350 boards,and for FTSE 350 leadership teams is increased to a minimum of 40%womens representation,by the end of 2025.To maintain gender balance over time,and provide a degree of flexibility,companies should aim to mai

72、ntain the representation of both men and of women at,or above a minimum 40%threshold.Rationale&Progress:Voluntary targets that are realistic but stretching have been pivotal to improving womens representation in the UK.They encourage accountability,a data-driven approach and help focus on succession

73、 and the pipeline of talent further down in the organisation.The year-on-year progress achieved in the UK over a relatively short period of time,and the strong pipeline of experienced,capable women,is evidence that a more ambitious target than 33%could be met.The 40%target was met for women on FTSE

74、350 Boards in January 2023,and continues to be a focus for the 50 private companies.Women in the Most Senior Board and Leadership Roles Recommendation:FTSE 350 companies should have at least one woman in the Chair or Senior Independent Director role on the Board,and/or one woman in the Chief Executi

75、ve Officer or Finance Director role in the company by the end of 2025.All companies should increase their efforts to understand and remove bias from the selection process on Board and Leadership appointments.Rationale&Progress:The number of women in FTSE 350 Chair and Senior Independent Director rol

76、es has increased every year since 2017,with women in Chair roles growing to 17%and of Senior Independent Director to 56%.The number of women Financial Directors currently stands at 22%and women in the Chief Executive role remain few and far between,with little progress in the decade.However,women no

77、w make up 40%of FTSE 350 board members,many having served on several boards and for a number of years.Given the ever-strengthening pipeline of experienced women,it is anticipated more would have been appointed into the Four Key Roles than is currently the case.Locking in Progress on FTSE 350 Boards

78、Recommendation:Key stakeholders,such as the Investment community and corporate governance agencies should continue to set best-practice guidance,or have in place alternative mechanisms as appropriate,to encourage any FTSE 350 board that has not yet achieved the 33%target for 2020,to do so.In additio

79、n,FTSE 350 Boards below 33%women,should look to the under-represented gender when considering additional appointments.Rationale&Progress:The Investment community are increasingly adopting policies or engagement practices to align with the 33%minimum threshold,or similar.With almost three quarters of

80、 the FTSE 350 having now met or exceeding the 40%target for boards,this is commendable progress.However,there are 21 boards which are still working toward the 33%target,although a further 72 are well on their way to achieving the 40%target by 2025.A challenge of the UKs voluntary,business-led approa

81、ch is how to encourage companies which are slow to act,or who slip back under new leadership,and remain adrift from previous targets.To improve UK corporate governance in the round,and for the business-led framework to be a long term success,all companies need to challenge existing mindsets and prac

82、tices,and play their part.Encouraging Progress Across a Wider Spectrum of British BusinessRecommendation:The scope is extended beyond FTSE 350 companies to include the largest 50 private companies in the UK by sales.This will provide consistency of regulatory approach and drive further progress acro

83、ss British business.Note:Private companies includes,private equity owned companies,partnerships,entrepreneur/founder owned,family owned or companies owned directly by management and staff.Rationale:Almost one million people are employed in the UKs top 100 private companies,which generated 237 bn.sal

84、es in 2020.In the context of the broader Audit&Corporate Governance Reform Package and this third phase of the Review,the scope of the Review and its recommendations have been extended to include the 50 largest non-listed companies.This helps to strengthen the regulatory approach,as well as bringing

85、 diversity expectations in the leadership of large private companies in line with public listed companies,and encourages further progress toward balanced and inclusive leadership across British business.1001020304EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN

86、MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesWomen on BoardsProgress 2024The FTSE 350 continue to show strong progress with women on boards now at 43%-an impactful 1275 women board directors.With almost three quarters of all public companies now

87、meeting or exceeding the 40%target,and no all men boards,the FTSE 350 is leading the way to achieving balanced boards.The progress of the 50 private companies has reduced from 31.8%in the first year of reporting(2022)to 30.5%in 2024,although the number of women on the boards has risen from 127 to 12

88、8 out of a smaller total number of board directorships of 419.Those companies achieving the 40%target has also fallen from 38%in 2023 to 34%this year,and the number of all men boards has increased to seven this year.While the overall average sizes of the boards of the FTSE 350 and the 50 private com

89、panies are similar,the FTSE 350 have 16%women executive directors and 50%women non-executive directors while the 50 private companies have 29%women executive directors and 33%women non-executive directors.These differences in board composition reflect the lower representation of women non-executive

90、directors on the boards of the 50 private companies at 33%compared to the 50%non-executive directors on the FTSE 350 companies.11Women on BoardsEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key

91、RolesWomen on BoardsAppendices30.5%32.7%29.0%0%10%20%30%40%Progression of Women on BoardsRepresentation of Women on BoardsRepresentation of Women NEDsRepresentation of Women Exec.DirectorsWomen on BoardsThe progress of women on boards for the FTSE 350 is driven by the significant increase in NED rol

92、es which are now at parity.While the progress of women on boards for the 50 private companies is not as strong,the percentage of women executive directors exceeds that of the FTSE 350 by some margin,although progress of women NEDs is slower than the FTSE 350.Comparison43.4%44.7%42.6%30.5%Women on Bo

93、ards43.4%49.9%15.6%0%10%20%30%40%50%60%Progression of Women on BoardsRepresentation of Women on BoardsRepresentation of Women NEDsRepresentation of Women Exec.Directors44.7%50.1%22.0%0%10%20%30%40%50%60%Progression of Women on BoardsRepresentation of Women on BoardsRepresentation of Women NEDsRepres

94、entation of Women Exec.Directors42.6%49.8%12.0%0%10%20%30%40%50%60%Progression of Women on BoardsRepresentation of Women on BoardsRepresentation of Women NEDsRepresentation of Women Exec.DirectorsFTSE 3501FTSE 1001FTSE 250150 Largest Private Companies2 121.Source:FTSE 350,FTSE 100,FTSE 250 Women on

95、Boards data 10th January 2025 BoardEx,and other public and/or statutory sources2.Source:50 Private Company Board Data 31st October 2024,the FTSE Women Leaders Portal and from other public and/or statutory sourcesEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN M

96、ARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesWith almost three quarters of FTSE 350 companies having met the 40%target,and with most of the remainder above the 33%threshold,this is excellent news,although the progress is slowing,particularly for t

97、he FTSE 250 companies.With only 21 companies below the 33%threshold,the focus for progress toward the five year deadline is clear.Women non-executive directors are now at par at 49.9%and executive directors has increased to 15.6%,showing steady progress.13Women on Boards3.Source:FTSE 350,FTSE 100,FT

98、SE 250 Women on Boards data 10th January 2025 BoardEx,and other public and/or statutory sources4.Source:50 Private Company Board Data 31st October 2024,the FTSE Women Leaders Portal and from other public and/or statutory sourcesProgress on 40%Recommendation The FTSE 100 companies have leapt forward

99、by 9%in the increase of companies at or above the 40%target in the last 12 months,with just 4%of companies below 33%and 15%at 40%showing sustained progress.Women non-executive directors are now at par with 50.1%and there has been a significant leap in women executive directors this year to 22%.With

100、70%of companies meeting or above the 40%target,23%above the 33%threshold and 7%below the 33%boundary,there is steady progress across the board.There continues to be consistent year on year increases in the number of Chairs to 17.9%and Senior Independent Directors to 55.4%.Women non-executive directo

101、rs are now at par 49.8%,but there is much to do to increase women executive directors currently at 12%or 43 roles.With just over a third of companies achieving or exceeding the 40%target,and a further 12%of companies approaching the target,the progress in just three years has been positive,but at 54

102、%of companies below 33%,there is much more to do.However,it is encouraging to see more companies moving from below to above 33%,creating a stronger pipeline toward 40%women on boards.With women non-executive directors at 32.7%and executive directors at 29%,progress is positive.Women on Boards73%21%6

103、%Companies meeting the Women on Boards Recommendation of 40%At or above 40%Below 40%and above 33%Below 33%81%15%4%Companies meeting the Women on Boards Recommendation of 40%At or above 40%Below 40%and above 33%Below 33%70%23%7%Companies meeting the Women on Boards Recommendation of 40%At or above 40

104、%Below 40%and above 33%Below 33%FTSE 3503FTSE 1003FTSE 250350 Largest Private Companies4 34%12%54%Companies meeting the Women on Boards Recommendation of 40%At or above 40%Below 40%and above 33%Below 33%EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGI

105、NEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendices0246810121450 Largest Private Companies All Men Boards&One and Done BoardsNumber of All Men boardsNumber of One and Done Boards14Women on Boards5.Source:FTSE 350,FTSE 100,FTSE 250 Women on Boards data 10th Janua

106、ry 2025 BoardEx,and other public and/or statutory sources6.Source:50 Private Company Board Data 31st October 2024,the FTSE Women Leaders Portal and from other public and/or statutory sourcesBoard compositionAll men boards have been a thing of the past for the FTSE 350 for a number of years,but there

107、 are still four companies,similar to last year,with only one woman on their board:Alpha Group International Plc;AO World Plc;Foresight Group Holdings Ltd;and North Atlantic Smaller Companies Investment Trust Plc.Since 2021,the FTSE 100 has had no all men boards and all boards have more than one woma

108、n,making for a total of 471 women on FTSE 100 boards,demonstrating what can be achieved by businesses across multiple sectors.The FTSE 250 companies with only one woman on the board remains at four,but this is a low enough number to push for change this year and to match the FTSE 100 companies.With

109、804 women on boards in the FTSE 250,this is an impressive achievement.The number of all men boards is now at seven,up from five in 2023 but down from eight in 2022.The number of“one and done”boards remains at 13.The percentage of companies with at least one woman in a key role is at 60%,and in line

110、with Recommendation 2,and the total number of women on boards is 128 out of a total number of board roles at 419.Women on Boards020406080100120140160FTSE 350 All Men Boards&One and Done BoardsNumber of All Men boardsNumber of One and Done BoardsFTSE 3505FTSE 1005FTSE 250550 Largest Private Companies

111、6 EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesWomen on Boards157.Source:FTSE 350,FTSE 100,FTSE 250 Women on Boards data 10th January 2025 BoardEx,and other pu

112、blic and/or statutory sources8.Source:50 Private Company Board Data 31st October 2024,the FTSE Women Leaders Portal and from other public and/or statutory sources9.Investment trusts have not been includedCompanies with the highest female representationWomen on BoardsFTSE 1007,9FTSE 2507,950 Largest

113、Private Companies8 RankCompanyWomen on Boards1Diageo Plc70.0%2Auto Trader Group Plc66.7%2Severn Trent Plc66.7%3Schroders Plc61.5%4Marks&Spencer Group Plc60.0%4Pearson Plc60.0%5HSBC Holdings Plc57.1%6Kingfisher Plc55.6%7BP Plc54.5%7Haleon Plc54.5%With most companies having met the 40%target in the FT

114、SE 100,the overall representation of women is high,with Diageo Plc topping the list followed by Severn Trent Plc and Autotrader Group Plc reflecting a broad range of sectors.Harworth Group Plc and RS Group Plc top the list.Several new FTSE 250 joiners are included:Harworth Group Plc,Bloomsbury Publi

115、shing Plc,and Deliveroo Plc,demonstrating balanced board leadership of new entrants.The Co-operative Group Ltd moves up to top the list of private companies,with Colt Group Holdings Ltd remaining at second and Arup Group Ltd,PwC LLP and KPMG LLP joining the list with highest female representation th

116、is year.The LLPs are robustly represented.RankCompanyWomen on Boards1Harworth Group Plc66.7%1RS Group Plc66.7%2Bloomsbury Publishing Plc60.0%2Man Group Plc60.0%3B&M European Value Retail S.A.57.1%3Bytes Technology Group Plc57.1%3Pennon Group Plc57.1%3Softcat Plc57.1%4AJ Bell Plc55.6%4Deliveroo Plc55

117、.6%4Senior Plc55.6%4SSP Group Plc55.6%4Victrex Plc55.6%RankCompanyWomen on Boards1The Co-operative Group Ltd66.7%2Colt Group Holdings Ltd57.1%3Arup Group Ltd55.6%4DLA Piper International LLP53.8%5Ernst&Young LLP50.0%5Freshfields LLP50.0%5KPMG LLP50.0%5Nationwide Building Society50.0%5Pricewaterhouse

118、Coopers LLP50.0%5Wm Morrison Supermarkets Ltd50.0%EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesWomen on Boards1610.Source:FTSE 350,FTSE 100,FTSE 250 Women on B

119、oards data 10th January 2025 BoardEx,and other public and/or statutory sources11.Source:50 Private Company Board Data 31st October 2024,the FTSE Women Leaders Portal and from other public and/or statutory sources12.Investment trusts have not been includedCompanies with the lowest representation of w

120、omenWomen on BoardsFTSE 10010,12FTSE 25010,1250 Largest Private Companies11 While Airtel Africa Plc,Smith&Nephew Plc and Rentokil Initial Plc are below the 33%threshold,the remainder of the those with the lowest womens representation are above 33%and many impressively within grasp of the 40%target.T

121、here are still 17 companies below the 33%threshold for women on boards.Four are new to the FTSE 250,but all have at least one woman on their boards.There are 20 companies below 25%and a further seven companies below the 33%threshold for women on boards.30 companies have at least one key role held by

122、 a woman,down from 31 in 2023,and 13 boards with one woman,the same as 2023.RankCompanyWomen on Boards1Airtel Africa Plc25.0%2Smith&Nephew Plc27.3%3Rentokil Initial Plc30.0%4DS Smith Plc33.3%4Intertek Group Plc33.3%4Melrose Industries Plc33.3%4Next Plc33.3%5BT Group Plc36.4%5Entain Plc36.4%5JD Sport

123、s Fashion Plc36.4%5London Stock Exchange Group Plc36.4%5National Grid Plc36.4%5Whitbread Plc36.4%RankCompanyWomen on Boards1AO World Plc14.3%2Ithaca Energy Plc16.7%3Alpha Group International Plc20.0%3Foresight Group Holdings Ltd20.0%4Alfa Financial Software Holdings Plc22.2%4Mitchells&Butlers Plc22.

124、2%4Wetherspoon(J.D.)Plc22.2%5CMC Markets Plc25.0%5PPHE Hotel Group Ltd25.0%5Raspberry Pi Holdings Plc25.0%5Travis Perkins Plc25.0%RankCompanyWomen on Boards1Bestway Group Ltd0.0%1Hermes Parcelnet Ltd(Evri)0.0%1KCA DEUTAG Drilling Group Ltd0.0%1INEOS Ltd0.0%1M Group Services Ltd0.0%1Marshall Group Pr

125、operties Ltd0.0%1Muller UK&Ireland Group LLP0.0%2Virgin Atlantic Ltd9.1%3Merlin Entertainments Ltd10.0%4Avara Foods Ltd11.1%EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on Boards

126、AppendicesWomen on Boards1713.Source:FTSE 350,FTSE 100,FTSE 250 Women on Boards data 10th January 2025 BoardEx,and other public and/or statutory sources14.Source:50 Private Company Board Data 31st October 2024,the FTSE Women Leaders Portal and from other public and/or statutory sources15.Investment

127、trusts have not been included16.Percentage points(pp)are calculated based on the unrounded percentages Companies reporting the most progress year on yearWomen on BoardsFTSE 10013,15FTSE 25013,1550 Largest Private Companies14 Howden Joinery Group Plc leads NatWest Group Plc as both move from decline

128、to growth,and Diploma Plc builds on its progress last year with strong growth for FTSE 100,building on firm foundations.Bytes Technology Group Plc and B&M European Value Retail S.A.continue to progress and Jupiter Fund Management Plc has moved from decline to growth this year.Positive progress acros

129、s a wide range of sectors.Wolseley UK Ltd continues to build on the progress from last year to top the list,with Mace Group Ltd and Merlin Entertainment Plc switching from decline to growth this year.Impressive growth for all.RankCompanyPercentage point change1Wolseley UK Ltd16.7pp2Mace Group Ltd10.

130、3pp3Merlin Entertainments Ltd10pp3PricewaterhouseCoopers LLP10pp4A.F.Blakemore&Son Ltd9.5pp5Arup Group Ltd9.4pp6The Co-operative Group Ltd8.3pp7FGP Topco Ltd6.3pp8British United Provident Association Ltd(BUPA)6.1pp9KPMG LLP5.6ppRankCompanyPercentage point change1Bytes Technology Group Plc23.8pp2B&M

131、European Value Retail S.A.19.6pp3Jupiter Fund Management Plc15.9pp 4AJ Bell Plc15.6pp 5Direct Line Insurance Group Plc14.4pp 5Integrafin Holdings Plc14.4pp 6Bridgepoint Group Plc14 3pp 7Essentra Plc12.5pp7Sirius Real Estate Ltd12.5pp7Telecom Plus Plc12.5pp RankCompanyPercentage point change1Howden J

132、oinery Group Plc16.9pp2NatWest Group Plc13.6pp3Diploma Plc12.5pp4Rio Tinto Plc12.1pp5Auto Trader Group Plc11.1pp5Kingfisher Plc 11.1pp6Reckitt Benckiser Group Plc11pp7HSBC Holdings Plc10.5pp8Associated British Foods Plc10pp8Land Securities Group Plc10pp9Spirax Group Plc10ppEDGE OF PAGEMARGINCROP MAR

133、KSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendices0%10%20%30%40%50%60%At 46%,the appointment rate of women across the FTSE 350 boards is stronger than for the 50 private companies.The appoin

134、tment rate for non-executive directors is at parity,and the focus needs to be on improving the appointment rate of women in executive director roles.With women Chairs at just 17%,CEOs at 7%and Finance Directors at 22%,there is much to do.Women Senior Independent Directors stands at 56%this year havi

135、ng made transformational progress.18Women on Boards17.Source:FTSE 350,FTSE 100,FTSE 250 Women on Boards data 10th January 2025 BoardEx,and other public and/or statutory sources18.Source:50 Private Company Board Data 31st October 2024,the FTSE Women Leaders Portal and from other public and/or statuto

136、ry sourcesAppointment rate of Women on BoardsThe overall appointment rate for women on boards is 53%,an important and essential threshold to support progress toward parity on boards.However,there is a significant divergence between the appointment rate of executive directors at 39%which needs to inc

137、rease,and non-executive directors at 56%to ensure sustainability of the progress achieved.The difference between the appointment rates for executive and non-executive directors is bigger among the FTSE 250 companies than the FTSE 100 companies.At just 17%,organisations need to focus on the appointme

138、nt of executive directors.The board appointment rate for women on boards at 28%leaves room for improvement,and the appointment rate of executive directors at 26%is behind that of non-executive directors at 31%.Despite the number of CEOs dropping from 25%to 19%in 2024,year on year progress has been m

139、ade in Senior Independent Director roles at 65%,Finance Directors at 24%and Chairs at 15%,keeping track with the FTSE 350.Board53%Appt rate39%Appt rate56%Appt rateExec DirectorNon Exec DirectorBoard42%Appt rate17%Appt rate48%Appt rateExec DirectorNon Exec DirectorBoard46%Appt rate25%Appt rate51%Appt

140、 rateExec DirectorNon Exec DirectorBoard28%Appt rate26%Appt rate31%Appt rateExec DirectorNon Exec DirectorWomen on BoardsAppointment rate of Women on BoardsAppointment rate of Women on BoardsAppointment rate of Women on BoardsAppointment rate of Women on Boards0%10%20%30%40%50%60%0%10%20%30%40%50%60

141、%0%10%20%30%40%50%60%FTSE 35017FTSE 10017FTSE 2501750 Largest Private Companies18 EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendices0%5%10%15%20%25%30%35%40%45%50%S

142、ector Comparison Women on BoardsFinancial Services,Industrial Goods&Services-LLP Partnerships and Media,which are also leading business sectors in the UK,top the sector list,with all sectors passing the 33%threshold in stand out progress for women on boards in the UK.All sectors in the UK have contr

143、ibuted to the transformation to more gender balanced boards at the top of British business for both public and private companies,since the work of the Review commenced in 2011.Many companies have exceeded the 40%target to achieve sustainable parity,with those yet to achieve the 40%target making cont

144、inued progress to do so.Women on Boards1919.Source:FTSE 350,FTSE 100,FTSE 250 Women on Boards data 10th January 2025 BoardEx,and other public and/or statutory sources20.Source:50 Private Company Board Data 31st October 2024,the FTSE Women Leaders Portal and from other public and/or statutory sources

145、Sectors19,20Women on BoardsEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesWomen in LeadershipFour Key RolesWomen on BoardsAppendicesThe 88 Investment Trusts whic

146、h form part of the FTSE 350 companies are delivering strong gender balance in their boards this year.As public limited companies,the Investment Trusts are within scope for the Review,although their business model is different from other FTSE 350 companies as it is more akin to a fund as they are not

147、 operational businesses,and instead invest in other companies to generate a return for their shareholders.Generally led just by a Board of Directors,with few or no employees,they are a unique form of public company.Murray International Trust Plc moves from seventh place to top the list this year(wit

148、h a woman Chair and Senior Independent Director)followed by NextEnergy Solar Fund Ltd(with a woman Chair)and Polar Capital Global Financials Trust Plc(with no women in key roles),all FTSE 250 companies.Women on Boards2021.Source:All Investment Trust data as at 10th January 2025 from public and/or st

149、atutory sourcesInvestment Trusts21Key FindingsThe Journey so farThe Investment Trusts show strong numbers this year in both Chair and Senior Independent Director RolesInvestment Trusts at 40%and overWomen on BoardsThe Investment Trusts have an impressive 74 companies at or above the 40%threshold for

150、 women on boards,with 12 of the remaining 14 companies at or above the 33%threshold,demonstrating strong representation of women.Of the two Investment Trusts below the 33%threshold last year,Vina Capital Vietnam has progressed to above 33%this year,but North Atlantic Smaller Companies Investment Tru

151、st plc stays below 33%.The companies below 33%this year are joined by Scottish Mortgage Investment Trust plc at 28.6%which has just fallen below the 33%threshold from last year.With a few exceptions,the Investment Trusts have at least one woman in each of the Four Key Roles,and all but one have more

152、 than one woman on their boards,a reduction from the two companies last year with one woman only on the board.In the context of the Four Key Roles of Chair,Senior Independent Director,CEO and Finance Director,of the 88 Investment Trusts,19 have a woman Chair and 49 have a woman Senior Independent Di

153、rector,helping to bolster the FTSE 350 leadership in balanced boards.19490102030405060ChairSID4 Key Roles84%2%14%At or above 40%Below 40%and above 33%Below 33%EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in Lead

154、ershipFour Key RolesWomen on BoardsAppendicesThe Review has applied the same targets to women in leadership as boards since 2016,recognising the importance of the executive committee and its direct reports in shaping an inclusive culture and strategy within an organisation,and role modelling diverse

155、 leadership.The FTSE 100 is within reach of the 40%target at 36.6%and the 50 private companies are even closer at 36.8%,with the FTSE 250 making strong progress at 34.2%.With direct reports having a higher representation of women than executive committees,the pipeline of talent is available and it i

156、s time to move on from the 10 all men executive committees in the FTSE 350(two in the FTSE 100 and eight in the FTSE 250)and the one all men executive committee in the 50 private companies toward balance in leadership.The appointment rates for women in leadership in the FTSE 350 have increased from

157、38%to 39%while the appointment rate for men has decreased from 62%to 61%this year,with around six in ten roles still going to men,although the turnover rates for women remain at 29%and for men at 25%again this year.The appointment rate for women in the 50 private companies is the same as in 2023 at

158、41%,and for men the appointment rate is 59%in 2024,showing only small differences with the FTSE 350.Women in LeadershipProgress 202421Women in LeadershipEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in Leadership

159、Four Key RolesWomen on BoardsAppendices36.6%32.7%37.1%10%20%30%40%Representation of Women in LeadershipRepresentation of Women on Executive CommitteeRepresentation of Women Direct ReportsThe FTSE 350 demonstrate continued progress,growing women in leadership to an impressive 35.3%this year,with wome

160、n on the executive committee moving up to 29.2%and direct report to 36.3%.The FTSE 350 is well on its way to achieving the 40%target.22Women in Leadership22.Source:Executive Committee&Direct report data 31st October 2024,the FTSE Women Leaders Portal.There are 262 companies in scope in the FTSE 350,

161、96 companies in scope in the FTSE 100,and 166 companies in scope in the FTSE 250,which excludes Investment Trusts which have no employees to declare23.Source:Executive Committee&Direct report data 31st October 2024,the FTSE Women Leaders Portal.There are 47 companies in scope,excluding the 4 compani

162、es who chose not to submit their leadership data Comparison35.3%At 36.6%overall women in leadership,the FTSE 100 continues its progress,with an impressive leap from 30.4%last year to 32.7%this year in the executive committee and moving up from 35.8%to 37.1%in the direct reports this year.Progress ha

163、s fluctuated since 2020 as the leadership levels approach the 40%target.At 34.2%,progress is continuing but by the smallest of margins for women in leadership overall.The executive leadership grew by just 0.1%percentage points to 26.8%,and the direct reports grew by 0.4%percentage points to 35.5%sin

164、ce last year.The 50 private companies show year on year progress and more growth than the FTSE 350 since 2022,exceeding women in leadership of the FTSE 350,and now within striking distance of the 40%target.Executive committees strengthened to 34.5%women and direct reports to 37.1%women,showing a str

165、ong pipeline to the top.36.6%34.2%36.8%Women in LeadershipProgression of Women in LeadershipProgression of Women in LeadershipProgression of Women in LeadershipProgression of Women in Leadership36.8%34.5%37.1%10%20%30%40%Representation of Women in LeadershipRepresentation of Women on Executive Commi

166、tteeRepresentation of Women Direct Reports34.2%26.8%35.5%10%20%30%40%Representation of Women in LeadershipRepresentation of Women on Executive CommitteeRepresentation of Women Direct ReportsFTSE 35022FTSE 10022FTSE 2502250 Largest Private Companies2335.3%29.2%36.3%10%20%30%40%Representation of Women

167、 in LeadershipRepresentation of Women on Executive CommitteeRepresentation of Women Direct ReportsEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesThe FTSE 350 com

168、panies are showing year on year progress toward the 40%target for women in leadership since 2022,with the majority now approaching or meeting the target,but still 101 companies needing to cross the 33%threshold.23Women in Leadership24.Source:Executive Committee&Direct report data 31st October 2024,t

169、he FTSE Women Leaders Portal.There are 262 companies in scope in the FTSE 350,96 companies in scope in the FTSE 100,and 166 companies in scope in the FTSE 250,which excludes Investment Trusts which have no employees to declare25.Source:Executive Committee&Direct report data 31st October 2024,the FTS

170、E Women Leaders Portal.There are 47 companies in scope,excluding the 4 companies who chose not to submit their leadership data Progress on 40%Recommendation There has been a consistent increase in the proportion of the companies meeting the 40%target since 2022 with 29%at or above the 40%threshold,3

171、9%between 33%and 40%but almost a third of companies are still below the 33%,with more progress to be made.The majority of the FTSE 250 companies are either near to or have met the 40%target for women in leadership,although 70 companies are still below the 33%target which is holding back the overall

172、progress of the FTSE 350 for women in leadership.With 16 companies at or above the 40%target and 20 companies above the 33%threshold,the 50 private companies are showing steady progress.The number of companies above the 33%threshold have increased from 2023.Only 11 companies remain below the 33%thre

173、shold.Women in LeadershipCompanies meeting the Women in Leadership Recommendation of 40%Companies meeting the Women in Leadership Recommendation of 40%Companies meeting the Women in Leadership Recommendation of 40%Companies meeting the Women in Leadership Recommendation of 40%FTSE 35024FTSE 10024FTS

174、E 2502450 Largest Private Companies25 28%33%39%At or above 40%Below 40%and above 33%Below 33%29%39%32%At or above 40%Below 40%and above 33%Below 33%28%29%43%At or above 40%Below 40%and above 33%Below 33%34%43%23%At or above 40%Below 40%and above 33%Below 33%EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF

175、PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendices0102030405060FTSE 100FTSE 250FTSE 350ExCo Executive Committee DR Direct Reports 26.Source:Executive Committee&Direct report data 31st October 2024,the FTSE

176、Women Leaders Portal.There are 262 companies in scope in the FTSE 350,96 companies in scope in the FTSE 100,and 166 companies in scope in the FTSE 250,which excludes Investment Trusts which have no employees to declare27.Source:Executive Committee&Direct report data 31st October 2024,the FTSE Women

177、Leaders Portal.There are 47 companies in scope,excluding the 4 companies who chose not to submit their leadership data Average size of leadership populationWomen make up 29.2%of executive committee members and 36.3%of direct reports are women,resulting in 35.3%women in leadership.The number of all m

178、en executive committees has increased by one to ten from 2023 to 2024.Names of all men ExCo1.DS Smith Plc(17)2.Fresnillo Plc(6)Names of all men ExCo1.Alpha Group International Plc(4)2.Aston Martin Lagonda Global(12)Holdings Plc3.BBGI Global Infrastructure S.A.(3)4.CMC Markets Plc(5)5.Foresight Group

179、 Holdings Ltd(7)6.Hochschild Mining Plc(7)7.Primary Health Properties PLC(4)8.Savills Plc(8)24Women in LeadershipNames of all men ExCo1.EG Group Ltd(3)Leadership populationAverage size of leadership populationWomen make up 32.7%of executive committee members and 37.1%of direct reports members result

180、ing in 36.6%women in leadership.The number of all men executive committees has increased from one to two from 2023 to 2024.Average size of leadership populationWomen make up 26.8%of executive committee members and 35.5%of direct report members resulting in 34.2%women in leadership.The number of all

181、men executive committees remains the same at eight.Average size of leadership populationThe percentage of women on the executive committee has grown from 33.3%in 2023 to 34.5%in 2024,and women direct reports from 36.0%in 2023 to 37.1%in 2024.This has led to an increase from 35.6%to 36.8%in the propo

182、rtion of women in leadership from 2023 to 2024.There is just one all men executive committee.74Total64DR10ExCo91Total80DR11ExCo63Total54DR9ExCo71Total61DR10ExCoWomen in LeadershipAll men ExCoFTSE 35026FTSE 10026FTSE 2502650 Largest Private Companies27 EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMA

183、RGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesMarks and Spencer Group Plc and Pearson Plc have moved up to top and second on the list followed by Next Plc.There is a broad range of sectors and plenty of movem

184、ent,including Burberry Group Plc going to the FTSE 250.Bloomsbury Publishing Plc,new to the FTSE 250,tops the list followed by Syncona Ltd.Burberry Group Plc topped the FTSE 100 last year but is third in the FTSE 250 in this year.ITV Plc,Law Debenture Corporation Plc and MONY Group Plc fell back and

185、 Baltic Classifieds Group Plc is the same.John Lewis Partnership Plc tops the list again with Anglian Water Group Ltd then CDS(Superstores International)Ltd moving up.DLA Piper International LLP and PwC LLP join the list together with Pentland Group.25Women in Leadership28.Source:Executive Committee

186、&Direct report data 31st October 2024,the FTSE Women Leaders Portal.There are 262 companies in scope in the FTSE 350,96 companies in scope in the FTSE 100,and 166 companies in scope in the FTSE 250,which excludes Investment Trusts which have no employees to declare29.Source:Executive Committee&Direc

187、t report data 31st October 2024,the FTSE Women Leaders Portal.There are 47 companies in scope,excluding the 4 companies who chose not to submit their leadership data Companies with the highest representation of womenWomen in LeadershipRankCompanyCombined ExCo&DRs1John Lewis Partnership Plc56.4%2Angl

188、ian Water Group Ltd(AWG)49.2%3CDS(Superstores International)Ltd48.6%4DLA Piper International LLP47.2%5A&O Shearman LLP47.1%6Muller UK&Ireland Group LLP46.0%7Matalan Ltd44.4%8PricewaterhouseCoopers LLP44.3%9KPMG LLP44.2%10Pentland Group Ltd43.8%RankCompanyCombined ExCo&DRs1Bloomsbury Publishing Plc60

189、.0%2Syncona Ltd58.8%3Burberry Group Plc52.6%4Spire Healthcare Group Plc51.6%5Baltic Classifieds Group Plc50.0%5Law Debenture Corporation Plc50.0%5Shaftesbury Capital Plc50.0%5Watches Of Switzerland Group Plc50.0%6ITV Plc49.4%7MONY Group Plc49.1%RankCompanyCombined ExCo&DRs1Marks&Spencer Group Plc54.

190、0%2Pearson Plc51.5%3Next Plc50.5%4Diageo Plc49.5%5AstraZeneca Plc48.9%6Phoenix Group Holdings Plc47.5%7National Grid Plc47.2%8Haleon Plc46.8%8NatWest Group Plc46.8%9BP Plc46.5%FTSE 10028FTSE 2502850 Largest Private Companies29EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE O

191、F PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendices26Women in Leadership30.Source:Executive Committee&Direct report data 31st October 2024,the FTSE Women Leaders Portal.There are 262 companies in scope in the FTSE 350,96 companies in scope

192、 in the FTSE 100,and 166 companies in scope in the FTSE 250,which excludes Investment Trusts which have no employees to declare31.Source:Executive Committee&Direct report data 31st October 2024,the FTSE Women Leaders Portal.There are 47 companies in scope,excluding the 4 companies who chose not to s

193、ubmit their leadership data Fresnillo Plc followed by Games Workshop has the least women in leadership.Fresnillo and others are improving,but Howden Joinery Group Plc,International Consolidated Airlines Group S.A.and Taylor Wimpey Plc have fallen this year.CMC Markets Plc and Molten Ventures Plc are

194、 new to the FTSE 250 and top the list.Senior Plc and Aston Martin Lagonda Global Holdings Plc have seen their female representation fall this year,while others improve.Rubix Ltd tops the list followed by KCA DEUTAG Drilling Group Ltd then EG Group Ltd,but all of the companies in the list fall below

195、the 33%threshold and have a considerable way to go to achieve the 40%target.Companies with the lowest representation of womenWomen in LeadershipRankCompanyCombined ExCo&DRs1Rubix Ltd14.9%2KCA DEUTAG Drilling Group Ltd22.4%3EG Group Ltd22.9%4Arnold Clark Automobiles Ltd23.3%5Colt Group Holdings Ltd26

196、.1%6Hermes Parcelnet Ltd(Evri)27.1%7AWE Plc27.6%7Marshall Group Properties Ltd27.6%8Accenture(UK)Ltd28.3%9Bet365 Group Ltd31.2%RankCompanyCombined ExCo&DRs1CMC Markets Plc12.8%2Molten Ventures Plc13.6%3Clarkson Plc13.8%4Keller Group Plc17.9%5Tritax Big Box REIT Plc18.2%6Hill&Smith Plc18.5%7Senior Pl

197、c19.6%8Renishaw Plc20.0%8W.A.G Payment Solutions Plc20.0%9Aston Martin Lagonda Global Holdings Plc20.2%RankCompanyCombined ExCo&DRs1Fresnillo Plc13.6%2Games Workshop Group Plc15.6%3Antofagasta Plc23.5%4Howden Joinery Group Plc23.6%5Ashtead Group Plc24.1%6Airtel Africa Plc25.0%7International Consolid

198、ated Airlines Group S.A.25.9%8Taylor Wimpey Plc26.2%9Intertek Group Plc26.3%103i Group Plc27.6%FTSE 10030FTSE 2503050 Largest Private Companies31 EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Ke

199、y RolesWomen on BoardsAppendicesEndeavour Mining Plc tops the list,reversing a downward trend from last year(with others)as does St Jamess Place Plc while Diploma Plc builds on their progress from last year.Impressive progress across a wide range of sectors.Just Group Plc tops the list and exceeds t

200、he 40%target,followed by Empiric Student Property Plc.Renishaw Plc is growing from a low leadership base and showing positive progress.DLA Piper International LLP top the list of those making progress followed by Mott MacDonald Group Ltd which is reversing their downward trend from last year,followe

201、d by Freshfields LLP,with three LLPs in the most improved.27Women in Leadership32.Source:Executive Committee&Direct report data 31st October 2024,the FTSE Women Leaders Portal.There are 262 companies in scope in the FTSE 350,96 companies in scope in the FTSE 100,and 166 companies in scope in the FTS

202、E 250,which excludes Investment Trusts which have no employees to declare33.Source:Executive Committee&Direct report data 31st October 2024,the FTSE Women Leaders Portal.There are 47 companies in scope,excluding the 4 companies who chose not to submit their leadership data 34.Percentage points(pp)ar

203、e calculated based on the unrounded percentages Companies reporting the most progress year on yearWomen in LeadershipRankCompanyPercentage point change341DLA Piper International LLP19.4pp2Mott MacDonald Group Ltd10.6pp3Freshfields LLP10.5pp4Avara Foods Ltd9.7p5Merlin Entertainments Ltd9.3pp6Wolseley

204、 UK Ltd8.8pp7EG Group Ltd8.1pp8CDS(Superstores International)Ltd6.5pp9Mace Group Ltd5.4pp10PricewaterhouseCoopers LLP4.9ppRankCompanyPercentage point change341Just Group Plc11.3pp2Empiric Student Property Plc10.3pp3Renishaw Plc10pp4Johnson Matthey Plc9.9pp5Wood Group(John)Plc9pp6Hochschild Mining Pl

205、c8.9pp7Syncona Ltd8.8pp8ME Group International Plc8pp9Mitie Group Plc7.9pp10Dowlais Group Plc 7.8ppRankCompanyPercentage point change341Endeavour Mining Plc15pp2St.Jamess Place Plc12.8pp3Diploma Plc11.3pp4Barratt Developments Plc10.8pp5Londonmetric Property Plc7.5pp6Entain Plc7.3pp7IMI Plc7pp8BAE Sy

206、stems Plc6.9pp8Coca-Cola HBC AG 6.8pp9BT Group Plc6.8ppFTSE 10032FTSE 2503250 Largest Private Companies33 EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendices20%25%30

207、%35%40%45%New appointments of women across the FTSE 350 leadership has increased by one percentage point to 39%overall.There is a small improvement in the appointment rate for the executive committee which has risen from 32%to 34%since 2023 which is encouraging,and attributable to the progress made

208、in the FTSE 250 companies.28Women in Leadership35.Source:Executive Committee&Direct report data 31st October 2024,the FTSE Women Leaders Portal.There are 262 companies in scope in the FTSE 350,96 companies in scope in the FTSE 100,and 166 companies in scope in the FTSE 250,which excludes Investment

209、Trusts which have no employees to declare36.Source:Executive Committee&Direct report data 31st October 2024,the FTSE Women Leaders Portal.There are 47 companies in scope,excluding the 4 companies who chose not to submit their leadership data Appointment rate of Women in Leadership42%Appt rate38%Appt

210、 rate42%Appt rate37%Appt rate31%Appt rate37%Appt rate39%Appt rate34%Appt rate39%Appt rateLeadershipExecutive CommitteeDirect Reports41%Appt rate37%Appt rate41%Appt rateLeadershipExecutive CommitteeDirect ReportsLeadershipExecutive CommitteeDirect ReportsLeadershipExecutive CommitteeDirect ReportsThe

211、 appointment rate in leadership continues to increase year on year,moving up a percentage point to 42%.The appointment rate for the women direct reports is also at 42%.This is an important measure to support sustainable progress with leavers and joiners.With 38%of executive committee appointees bein

212、g women,despite a two percentage point drop from last year,this remains the highest appointment rate across the FTSE 250 and 50 private companies for the hugely important executive committee.The appointment levels for leadership has increased by one percentage point to 37%this year.The appointment r

213、ate for direct reports also shows the same trend,holding at 37%,but is down compared to 2021.However,the appointment rate of the executive committee has increased three percentage points from 2023 to 31%,a hugely impressive gain this year.The strong appointment rates in both executive committee and

214、direct reports leadership are supporting what is generally year on year progress in the percentage of women in leadership roles.This is despite the dip in the number of overall leadership roles,making progress all the more challenging to achieve,especially at the executive committee.Women in Leaders

215、hipAppointment rate of women in leadership Appointment rate of women in leadership Appointment rate of women in leadership Appointment rate of women in leadership 20%25%30%35%40%45%20%25%30%35%40%45%20%25%30%35%40%45%FTSE 35035FTSE 10035FTSE 2503550 Largest Private Companies36 EDGE OF PAGEMARGINCROP

216、 MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesMedia and Utilities lead followed by the Health Care sector,with Industrial Goods&Services LLP Partnerships following,substantially mirr

217、oring the sector leads for women on boards.Of the top four sectors,only Utilities is fractionally away from achieving the 40%target for women on boards as well.There is clearly more to be done in women in leadership where a number of sectors are yet to achieve the 33%threshold,such as with Industria

218、l Goods&Services,Telecommunications,Basic Resources,Construction and Automobiles&Parts,albeit some strong individual performers within each.There is much to be learnt and shared from those sectors which have made significant progress toward or have achieved the 40%target,to lift all sectors toward i

219、mproved balance in the leadership of their businesses.Women in Leadership2937.Source:Executive Committee&Direct report data 31st October 2024,the FTSE Women Leaders Portal.There are 262 companies in scope in the FTSE 350,96 companies in scope in the FTSE 100,and 166 companies in scope in the FTSE 25

220、0,which excludes Investment Trusts which have no employees to declare38.Source:Executive Committee&Direct report data 31st October 2024,the FTSE Women Leaders Portal.There are 47 companies in scope,excluding the 3 companies who chose not to submit their leadership data Sectors37,38Women in Leadershi

221、p0%5%10%15%20%25%30%35%40%45%50%Sector comparison combined Executive Committee&Direct ReportsEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendices30Women in Functional

222、 Roles39.Source:Executive Committee&Direct report data 31st October 2024,the FTSE Women Leaders Portal.There are 262 companies in scope in the FTSE 350,96 companies in scope in the FTSE 100,and 166 companies in scope in the FTSE 250,which excludes Investment Trusts which have no employees to declare

223、The key Functional Roles of General Counsel,Finance Director,Human Resource Director,Chief Information Officer,Company Secretary and General Counsel&Company SecretaryGeneral CounselHuman Resource DirectorCompany Secretary42%80%57%Finance DirectorChief Information OfficerGeneral Counsel&Company Secre

224、tary22%19%44%The FTSE 350 functional roles show increases in womens representation across all roles.Finance Directors show strong growth of four percentage points to 22%,while there is over one percentage point increase in the Chief Information Officer roles,which is the slowest rate of improvement

225、to date,and is markedly lower than the other functional roles,particularly given the increasing importance of the CIO and related technology and data roles as companies embrace digital transformation.There has been plenty of movement in relation to the functional roles in the FTSE 100 with a six per

226、centage point increase in the HR Directors,a ten percentage point increase in the General Counsel roles,with the number of Company Secretarial roles has decreased slightly but the percentage has stayed the same at 56%,and a disappointing decrease of two percentage points in the CIO roles.The FTSE 25

227、0 has seen an increase in the CIO roles with a three percentage point growth to 15%,showing positive change but from a low starting point compared to the other roles.HR Directors has increased one percentage point to 81%and there is a three percentage point increase in General Counsel roles to 44%an

228、d joint General Counsel and Company Secretarial roles to 43%,and an increase of one percentage point in Company Secretarial roles to 58%.General CounselHuman Resource DirectorCompany Secretary40%77%56%Finance DirectorChief Information OfficerGeneral Counsel&Company Secretary29%25%45%General CounselH

229、uman Resource DirectorCompany Secretary44%81%58%Finance DirectorChief Information OfficerGeneral Counsel&Company Secretary18%15%43%Women in LeadershipFTSE 35039FTSE 10039FTSE 25039EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MAR

230、KSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesThe Recommendation to appoint at least one woman in the Four Key Roles of Chair,Senior Independent Director(SID),CEO and Finance Director(FD),helps to ensure that the roles at the top of organisations and with the greatest opportunity

231、 to influence and impact culture change,benefit from diversity of experience and expertise.Organisations have embraced this recommendation,with 77%of the FTSE 350 and 60%of the 50 private companies now have at least one women in one of the Four Key roles,with the greatest progress in the SID role.Th

232、e overall movement in the Four Key Roles in the FTSE 350 has been positive this year,with the number of Chairs increasing to 60(17%),FDs up to 57 in number(22%),and SIDs growing substantially to 192(56%).The number of women CEOs has fallen from 21 in 2022 to 20 in 2023 and now to 19 this year.Across

233、 the 50 private companies,the number of CEOs has dropped from 12 in 2022 to 10 in 2023 and now to 8(19%)this year.The positive news in relation to Chairs is the increase from 12%in 2022 and 2023 to 15%this year.SIDs have increased to 65%,and FDs stable at 24%.One company has achieved a woman in each

234、 of the Four Key Roles,the Co-operative Group Ltd.Four Key RolesProgress 202431Four Key RolesEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendices010203040506070Number

235、 of Women ChairsNumber of Women SIDsNumber of Women CEOsNumber of Women Finance DirectorsThe overall trend is very positive,with year on year increases in the number of women Chairs increasing 53 to 60(17%),SIDs up 162 to 192(56%)and Finance Directors up 48 to 57(22%).Women CEOs is down one from 20

236、in 2023 to 19,(7%)which is disappointing,but this is proving to be the most challenging role to attain and retain for women.32Four Key roles40.Source:FTSE 350,FTSE 100,FTSE 250 Women on Boards data 10th January 2025 BoardEx,and other public and/or statutory sources41.Source:50 Private Company Board

237、Data 31st October 2024,the FTSE Women Leaders Portal and from other public and/or statutory sourcesProgress in the Four Key Roles Women Chairs are steady at 16 again,with a sizeable increase of 10 to 58 SIDs,and increase of four Finance Directors to 28,but down one to nine for CEOs.While the 50 priv

238、ate companies have increased the number of Chairs from six to seven and the SIDs are steady at 15,the number of CEOs has dropped from 10 to eight and the number of FDs has dropped from 12 to 11.The drops while small in number,can hopefully be turned around over the coming year to deliver a positive

239、growth and outcome.Women Chairs have increased from 37 to 44(18%),SIDs have shown a sizeable increase from 114 to 134(55%)this year,CEOs are the same as 2023 at 10(6%)and Finance Directors have increased 24 to 29(18%).There are no decreases this year in the percentages for the Four Key Roles in the

240、FTSE 250.Four Key RolesWomens progress in Four Key RolesWomens progress in Four Key RolesWomens progress in Four Key RolesWomens progress in Four Key Roles050100150200250Number of Women ChairsNumber of Women SIDsNumber of Women CEOsNumber of Women Finance Directors020406080100120140160Number of Wome

241、n ChairsNumber of Women SIDsNumber of Women CEOsNumber of Women Finance Directors05101520Number of Women ChairsNumber of Women SIDsNumber of Women CEOsNumber of Women Finance DirectorsFTSE 35040FTSE 10040FTSE 2504050 Largest Private Companies41 EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCRO

242、P MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesWith the majority of FTSE 350 companies at 61%meeting Recommendation 2 with at least one woman in a Key Role,and a further 15%with two or more women in Key Roles,the foc

243、us is on the remaining 23%who do not yet have a woman in a Key Role to action that change in the next year.33Four Key roles42.Source:FTSE 350,FTSE 100,FTSE 250 Women on Boards data 10th January 2025 BoardEx,and other public and/or statutory sources43.Source:50 Private Company Board Data 31st October

244、 2024,the FTSE Women Leaders Portal and from other public and/or statutory sourcesProgress in the Four Key Roles Four Key RolesPercentage of companies with women in Four Key RolesPercentage of companies with women in Four Key RolesPercentage of companies with women in Four Key RolesPercentage of com

245、panies with women in Four Key RolesWith 61%of companies with one woman in a Key Role,and 24%with two or more women in a Key Role,the FTSE 100 is showing tremendous leadership in this space,with just 15%of companies remaining to meet the recommendation with no women in a Key Role.At 44%,the 50 privat

246、e companies are behind the FTSE 350 in meeting the target of one woman in a Key Role,but with 12%of companies with two women in Key Roles,there are 2%with three women and 2%with four women,making for a total of 16%of companies with two or more women in Key Roles.However,40%of companies are yet to ap

247、point a woman to a Key Role.With 61%of companies with one woman in a Key Role,and 12%with two or more women in a Key Role,the FTSE 250 is progressing well,with 27%of companies remaining to meet the recommendation with no women in a Key Role.FTSE 35042FTSE 10042FTSE 2504250 Largest Private Companies4

248、3 23%61%14%1%0 roles1 role2 roles3 roles15%61%22%2%0 roles1 role2 roles3 roles27%61%11%1%0 roles1 role2 roles3 roles40%44%12%2%2%0 roles1 role2 roles3 roles4 rolesEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in

249、LeadershipFour Key RolesWomen on BoardsAppendicesThe FTSE 350 ranks second place behind France in the G7 and tops the list of comparable countries working toward improving gender balance on Boards.Compare and ContrastThe UK compares favourably against other voluntary and even quota driven approaches

250、 to progressing gender balanced boards,providing clear evidence that the voluntary,government backed and business-led approach is working,and a credit to British business for their consistent efforts to support gender balanced boards.The scope of the UKs approach is impressive when compared to peer

251、countries similarly working hard to increase the number of women on public boards.In the UK progress is measured over a significant 350 companies,compared to the next closest Japan at 225 and Euronext at 101 public listed companies.Many other countries are only measuring public boards in the doubt d

252、igits,making the scale of the UK progress even more impressive.At 1275(an increase of 32 since last year)out of a total of 2940 board roles in the FTSE 350,this is an extraordinary achievement,particularly given the progress since 2011 when the number of women on the FTSE 350 boards was just 289(9.5

253、%).Furthermore,several comparator countries began their efforts earlier than the UK and quotas undoubtedly help drive progress.G74534Women on Boards44.Source:BoardEx45.Italy is not included in the G7 list as there is no comparable Board index available 46.From Boardex Global Gender Diversity 2023 re

254、port,Q1 2023UK progress compared internationally44Four Key RolesOther Countries&EUCountryIndex Companies in IndexQuota or VoluntaryTotal DirectorshipsTotal Women on Board%Women 2023%Women 2024FranceCAC40Quota55925444.7%45.4%United KingdomFTSE 350350Voluntary2940127542.1%43.4%CanadaS&P TSX60Voluntary

255、70427539.0%39.1%GermanyDAX40Quota86531134.0%36.0%United StatesS&P100Voluntary120141534.1%34.6%Japan46NIKKEI225Voluntary241947114.7%*19.5%CountryIndex Companies in IndexQuota or VoluntaryTotal DirectorshipsTotal Women on Board%Women 2023%Women 2024United KingdomFTSE 350350Voluntary2940127542.1%43.4%E

256、URONEXTN/A101N/A129054442.2%SpainIBEX35Quota44718340.1%40.9%AustraliaS&P ASX99Voluntary84634040.2%40.2%EUROSTOXXN/A47N/A80332340.2%NorwayOBX25Quota2228941.6%40.1%NetherlandsAEX25Quota29111238.0%38.5%Ireland46ISEQ26Voluntary2298636.0%*37.6%BelgiumBEL Institutional20Quota2308637.8%37.4%SwedenOMX Stock

257、holm29Voluntary30811336.1%36.7%FinlandOMX Helsinki25Voluntary2107736.7%36.7%EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesIn a world increasing defined by susta

258、ined disruption and change,whether AI,robotics,automation,geo-political,trading tensions and changing social dynamics,successful organisations are embracing the change and the new opportunities it brings to forge a successful path forward.Diverse leadership and workforces are essential to successful

259、ly navigating the current and future world.Gender Diversity for InvestorsDespite the ongoing disruption and uncertainty,2024 continued to see investor focus on diversity at both the board and leadership levels.Investors continue to believe that diversity is a business imperative that results in bett

260、er decision-making and plays an essential role in a companys long-term success.Investors consider it is not enough for companies to just be setting diversity targets.This must also meaningfully translate into Nomination Committees developing a robust talent pipeline and plans for succession both at

261、the board-level and leadership,but also across the workforceShareholder Voting on Diversity Investors are monitoring and tracking progress that companies are making on diversity,making use of their shareholder rights to hold companies to account where they fall short of expectations.Each year,The In

262、vestment Associations Public Register details companies in the UK FTSE All Share that have received significant opposition(20%or more dissent)by shareholders on a specific resolution.Listing Rules With the new Listing Rules now in effect,those companies in scope will now need to include a“comply or

263、explain”statement in their annual report describing whether they have achieved targets for women and ethnic minority representation on their board.Companies now have to have:1.a minimum of 40%women on the board;2.at least one of the senior board positions(Chair,CEO,Senior Independent Director or Fin

264、ance Director)held by a woman;and 3.at least one member of the board from a minority ethnic background.Investors will be expecting to consider these explanations ahead of making any voting or engagement decision.Executive Recruitment FirmsThe executive search community plays a key role in assisting

265、organisations to ensure that they are sourcing the best diverse talent and supporting the objectives of ensuring inclusive and balanced boards and leadership teams.Since 2011,the executive search community has been supporting inclusive boards and leadership by drawing up and updating their own Volun

266、tary Code of Conduct,to which 103 firms are now a signatory.The Enhanced Code of Conduct followed,and sets out exacting requirements for accreditation which measure both quantitative and qualitative evidence from the executive search firms of their support for gender diversity on the boards of the F

267、TSE 350 and the 50 largest private companies in the UK.This year we are pleased to confirm that twelve firms have met the requirements to be accredited at Enhanced Code of Conduct Firms,with Audeliss joining the list for the first time.In addition,Fidelio Partners joins the Beyond the FTSE 350 firms

268、,recognising the support they are providing to increasing the representation of women on boards and in leadership.A huge thank you to each the firms for their ongoing support in helping the top of British business to build inclusive businesses leveraging the full breadth of talent.Enhance Code of Co

269、nduct Firms are required to demonstrate the following:At least 40%of their FTSE 100 and 40%their FTSE 250 board appointments and 50 largest private companies,have been to womenTo have supported the appointment of at least four women to FTSE 350 and the 50 largest private companies boardsTo have a pr

270、oven record of helping women to achieve their first FTSE 350 and 50 largest private companies board appointmentA big thank you to all Stakeholders for their continued support in helping to drive and enable sustainable change.35StakeholdersContinued support for Gender Diversity at Boards and Leadersh

271、ip in British BusinessFour Key RolesFTSE Women Leaders Enhanced Code of Conduct Accredited Executive Search Firms 2024FTSE 350AudelissOdgers BerndtsonEgon ZehnderRussell ReynoldsHeidrick&StrugglesSapphire PartnersKorn FerrySpencer StuartLygon GroupTeneoMWM ConsultingWarren PartnersBeyond 350Fidelio

272、PartnersEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendices36AppendicesThe Appendices cover the fourteen year progress of women on boards and the nine years of women

273、 in leadership including for the Four Key Roles.Additionally,the Index rankings and sector rankings allow comparisons between companies within the FTSE 100,FTSE 250 and the 50 private companies based on their leadership representation.The Four Key Roles are also compared across the Indices,a key com

274、ponent of progress for both boards and leadership.The Investment Trusts and Limited Liability Partnerships have separate rankings given their substantially different corporate structures.Finally,the sectoral rankings include the FTSE 100,FTSE 200 and 50 Private Companies,allowing a comparison of all

275、 company sizes and types within their sector.AppendicesProgress 2024EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesAppendix A37This appendix shows the individual

276、 FTSE 100 and FTSE 250 figures separately and then combined as the FTSE 350 and also the 50 private companies for women on boards,including the number of women executive directors,non-executive directors and all men boards.47.Source:FTSE 350,FTSE 100,FTSE 250 Women on Boards data 10th January 2025 B

277、oardEx,and other public and/or statutory sources20112012201320142015201620172018201920202021202220232024Representation of Women12.5%15.0%17.3%20.7%26.1%26.6%27.7%30.2%32.4%36.2%39.1%40.5%42.6%44.7%Number of Women on boards135163194231286283294317341374414431445471Number of Women NEDs117(15.6%)143(22

278、.4%)176(21.8%)211(25.5%)260(31.4%)254(31.6%)269(33.3%)291(36.5%)311(38.5%)343(42.2%)385(45.7%)397(46.4%)406(48.2%)427(50.1%)Number of Women Exec.Directors18(5.5%)20(6.6%)18(5.8%)20(6.9%)26(9.6%)29(11.2%)25(9.8%)26(10.2%)30(12.2%)31(14.2%)29(13.5%)34(16.4%)39(19.4%)44(22.0%)Total Directorships1076108

279、6111211171097106510631051105210321058106310441053Number of Companieswith 40%2(2.0%)9(9.0%)7(7.0%)10(10.0%)17(17.0%)25(25.0%)39(39.0%)48(48.0%)57(57.0%)72(72.0%)81(81.0%)Number of All Men boards2111720000000(0.0%)0(0.0%)0(0.0%)0(0.0%)Women on Boards Analysis2011201220132014201520162017201820192020202

280、1202220232024Representation of Women9.5%11.5%14.7%17.4%21.9%23.0%24.5%26.7%30.6%34.3%37.6%40.2%42.1%43.40%Number of Women on boards28935246154168270474781492310261138120312431275Number of Women NEDs244(12%)311(15%)411(18%)492(22%)628(27%)642(28%)684(30%)758(33%)849(36%)950(40%)1063(44%)1124(47%)1162

281、(48%)1188(49.9%)Number of Women Exec.Directors45(4.6%)48(5.2%)50(5.5%)49(5.9%)54(6.7%)62(7.7%)63(8.4%)56(7.7%)74(11%)76(12.1%)75(12.3%)79(13.8%)81(14.6%)87(15.6%)Total Directorships30503055313531043116305830463043302029943028299029552940Number of Companieswith 40%7(2.0%)19(5.4%)24(6.9%)29(8.3%)43(12

282、.3%)73(20.9%)107(30.6%)140(40.0%)194(55.4%)235(67.1%)257(73.4%)Number of All Men boards1521267450151385200(0.0%)0(0.0%)0(0.0%)0(0.0%)AppendicesFTSE 35047FTSE 10047EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in

283、LeadershipFour Key RolesWomen on BoardsAppendicesAppendix A3848.Source:FTSE 350,FTSE 100,FTSE 250 Women on Boards data 10th January 2025 BoardEx,and other public and/or statutory sources49.Source:50 Private Company Board Data 31st October 2024,the FTSE Women Leaders Portal and from other public and/

284、or statutory sources20112012201320142015201620172018201920202021202220232024Representation of Women7.80%9.60%13.20%15.60%19.60%21.10%22.80%24.90%29.60%33.20%36.80%40.10%41.80%42.6%Number of Women on boards154189267310396421453497582652724772798804Number of Women NEDs127(9.6%)168(11.4%)235(16.6%)281(

285、19.6%)368(24.8%)388(26.2%)415(27.8%)467(30.5%)538(35%)607(39.1%)678(43.0%)727(46.6%)756(48.6%)761(49.8%)Number of Women Exec.Directors27(4.2%)28(4.5%)32(5.4%)29(5.3%)28(5.2%)33(6%)38(7.7%)30(6.4%)44(10.3%)45(11%)46(11.6%)45(12.3%)42(11.9%)43(12.0%)Total Directorships197419692023198720191993198319921

286、96819621970192719111887Number of Companieswith 40%5(2.0%)10(4.0%)17(6.8%)19(7.6%)26(10.4%)48(19.2%)68(27.2%)92(36.8%)137(54.8%)163(65.2%)176(70.4%)Number of All Men boards1311156748151385200(0.0%)0(0.0%)0(0.0%)0(0.0%)Women on Boards Analysis20112012201320142015201620172018201920202021202220232024Rep

287、resentation of Women31.8%30.60%30.50%Number of Women on boards127131128Number of Women NEDs505556Number of Women Exec.Directors777672Total Directorships400428419Number of Companieswith 40%19(38.0%)19(38.0%)17(34.0%)Number of All Men boards857AppendicesFTSE 2504850 Largest Private Companies49 EDGE OF

288、 PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesAppendix B39This appendix shows the individual FTSE 100 and FTSE 250 figures separately and then combined as the FTSE 350

289、,and compared with the 50 private companies for women in leadership including functional roles and all male executive committees.50.Leadership means the Executive Committee and the Direct Reports to the Executive Committee on a combined basis51.Executive Committee&Direct report data 31st October 202

290、4,the FTSE Women Leaders Portal.There are 259 companies in scope in the FTSE 350,96 companies in scope in the FTSE 100,and 163 companies in scope in the FTSE 250,which excludes Investment Trusts which have no employees to declare and the 3 companies who did not submit leadership data due to the FTSE

291、 December 2024 rebalance 201620172018201920202021202220232024Representation of Women in Leadership25.1%25.2%27%28.6%30.6%32.5%34.3%35.2%36.6%Number of Women in Leadership195220842397256127533062316130893205Number of Women on Executive Committee185(18.7%)205(19.3%)232(21.1%)262(23.1%)298(26.5%)303(25

292、.9%)325(28.8%)325(30.4%)345(32.7%)Number of Women Direct Reports to the Executive Committee1767(26.0%)1879(26.1%)2165(27.8%)2299(29.3%)2455(31.2%)2759(33.5%)2836(35%)2764(35.8%)2860(37.1%)Number of Women HR Directors65(65.7%)69(70.4%)66(67.3%)67(69.1%)69(71.1%)74(77.1%)Number of Women Chief Informat

293、ion Officers16(16.7%)15(16%)19(20.2%)20(21.3%)25(26.6%)23(24.7%)Number of Women Co.Secretary/General Counsel or joint role51(35.5%)57(40.7%)59(41.5%)60(43.2%)60(42.9%)65(47.1%)Total Leadership Roles778782668882897089909415922187848761Companies at 40%+(excl.Investment Trusts)6(6.1%)5(5.1%)8(8.1%)10(1

294、0.2%)15(15.0%)23(23.7%)27(27.8%)28(29.2%)Number of All Male Executive Committees1275643112Women in Leadership Analysis50201620172018201920202021202220232024Representation of Women in Leadership24.5%25.8%28.2%29.4%31.5%33.5%34.5%35.3%Number of Women in Leadership50685361576459966700666066556743Number

295、 of Women on Executive Committee523(17.6%)524(18.1%)581(20.4%)676(23.6%)736(25%)735(27.0%)749(28.2%)759(29.2%)Number of Women Direct Reports to the Executive Committee4545(25.7%)4837(27%)5183(29.4%)5320(30.4%)5964(32.6%)5925(34.5%)5906(35.5%)5984(36.3%)Number of Women HR Directors179(64.2%)185(66.8%

296、)189(69%)186(72.9%)196(76.9%)201(79.8%)Number of Women Chief Information Officers36(13.5%)30(11.3%)32(12%)38(15.6%)44(17.5%)47(18.9%)Number of Women Co.Secretary/General Counsel or joint role148(38.8%)161(42.5%)168(43.9%)156(43.7%)165(45.3%)173(47.9%)Total Leadership Roles206802080520461203722126319

297、8841931619103Companies at 40%+(excl.Investment Trusts)20(5.8%)21(6.1%)29(8.5%)32(9.5%)45(13.4%)62(23.8%)68(26.1%)73(28.2%)Number of All Male Executive Committees545044281610910AppendicesFTSE 35051FTSE 10051EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMA

298、RGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesAppendix B4052.Leadership means the Executive Committee and the Direct Reports to the Executive Committee on a combined basis53.Executive Committee&Direct report data 31st October 2024,the FTSE Women Leaders

299、Portal.There are 259 companies in scope in the FTSE 350,96 companies in scope in the FTSE 100,and 163 companies in scope in the FTSE 250,which excludes Investment Trusts which have no employees to declare and the 3 companies who did not submit leadership data due to the FTSE December 2024 rebalance

300、54.Source:Executive Committee&Direct report data 31st October 2024,the FTSE Women Leaders Portal.There are 47 companies in scope,excluding the 3 companies who chose not to submit their leadership data 201620172018201920202021202220232024Representation of Women in Leadership34.30%35.6%36.8%Number of

301、Women in Leadership113512191222Number of Women on Executive Committee155(31.0%)163(33.3%)159(34.5%)Number of Women Direct Reports to the Executive Committee980(34.9%)1056(36.0%)1063(37.1%)Total Leadership Roles331134263325Companies at 40%+10(22.7%)15(32.6%)16(34.0%)Number of All Male Executive Commi

302、ttees321Women in Leadership Analysis52201620172018201920202021202220232024Representation of Women in Leadership24.0%24.9%27.9%28.5%30.7%32.8%33.9%34.2%Number of Women in Leadership29842964320332433638349935663538Number of Women on Executive Committee318(16.6%)292(16.3%)319(18.6%)378(21.7%)433(24.4%)

303、410(25.7%)424(26.7%)414(26.8%)Number of Women Direct Reports to the Executive Committee2666(25.4%)2672(26.4%)2884(29.5%)2865(29.7%)3205(31.8%)3089(34.1%)3142(35.1%)3124(35.5%)Number of Women HR Directors114(63.3%)116(64.8%)123(69.9%)119(75.3%)127(80.4%)127(81.4%)Number of Women Chief Information Off

304、icers20(11.7%)15(8.8%)13(7.5%)18(12.0%)19(12.1%)24(15.4%)Number of Women Co.Secretary/General Counsel or joint role97(40.9%)104(43.5%)109(45.2%)96(44.0%)105(46.9%)108(48.4%)Total Leadership Roles1241411923114911138211848106631053210342Companies at 40%+(excl.Investment Trusts)14(6.9%)16(8.1%)21(11.0%

305、)22(12.2%)30(16.8%)39(23.9%)41(25.0%)45(27.6%)Number of All Male Executive Committees4745382413988AppendicesFTSE 2505350 Largest Private Companies54 EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour

306、 Key RolesWomen on BoardsAppendicesAppendix C41The Four Key Roles are Chair,Senior Independent Director,CEO and Finance Director.The CEO and Finance Director are usually on the board as well as the executive committee.55.Please note:calculations of FDs includes companies which are ITs(and so not rep

307、resented in the rest of App C).This may not reflect the process historically.These figures are marked with asterisks56.Source:FTSE 350,FTSE 100,FTSE 250 Women on Boards data 10th January 2025 BoardEx,and other public and/or statutory sources57.Source:50 Private Company Board Data 31st October 2024,t

308、he FTSE Women Leaders Portal and from other public and/or statutory sourcesFour Key Roles Analysis201620172018201920202021202220232024Number of Women Chairs141722253948(13.7%)55(15.7%)53(15.1%)60(17.4%)Number of Women SIDs57718089115(33.5%)130(37.7%)162(47.1%)192(56.1%)Number of Women CEOs1815121417

309、18(6.4%)2120(7.6%)19(7.3%)Number of Women Finance Directors45(15.5%)46(16%)49(17.6%)50(19.2%)48(18.1%)5557(22.0%)55Appendices201620172018201920202021202220232024Number of Women Chairs46751116(16.0%)19(19.0%)16(16.0%)16(16.2%)Number of Women SIDs1418202332(32.0%)37(37.0%)48(48.0%)58(58.0%)Number of W

310、omen CEOs666688(8.2%)9(9.3%)10(10.3%)9(9.4%)Number of Women Finance Directors15(15%)17(17%)16(16.3%)22(22.7%)24(24.7%)5528(29.5%)55201620172018201920202021202220232024Number of Women Chairs101115202832(12.8%)36(14.4%)37(14.8%)44(17.9%)Number of Women SIDs4353606683(34.2%)93(38.0%)114(46.7%)134(55.4%

311、)Number of Women CEOs12968910(5.5%)1210(6.0%)10(6.1%)Number of Women Finance Directors30(15.6%)29(16%)33(18.3%)28(17.2%)24(14.3%)5529(17.7%)55201620172018201920202021202220232024Number of Women Chairs6(12.2%)6(12.2%)7(14.9%)Number of Women SIDs17(60.7%)15(55.6%)15(65.2%)Number of Women CEOs12(25.0%)

312、10(20.4%)8(18.6%)Number of Women Finance Directors10(20.0%)12(24.5%)11(23.9%)FTSE 35056FTSE 10056FTSE 2505650 Largest Private Companies57 EDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesW

313、omen on BoardsAppendicesAt or above 40%Target Below 33%and unlikely to meet 40%Target by 2025Below 25%,adrift from peers and with a significant shortfall to addressAt or above 33%and on track to meet 40%target Appendix D42The FTSE 100 companies are ranked according to their leadership percentages an

314、d also show which of the Four Key Roles is held by a woman,together with the percentage of women on boards which is used to rank if the leadership percentages are the same59.This list excludes the four Investment Trusts which do not have leadership teams and are listed separately.Source:Women on Boa

315、rds data 10th January 2025 BoardEx,and other public and/or statutory sources.Combined ExCo&DRs 31 October 2024 FTSE Women Leaders Portal58.There were corrections to the women on boards data of the following companies following the publication of the first version of the report:SEGRO Plc,Watches Of S

316、witzerland Group Plc,Crest Nicholson Holdings Plc.Changes apply to Appendix E and D only;data and aggregate statistics elsewhere in the report have not been changed59.If leadership and women on board percentages are the same,rank is based on total number of women on boards,number of women in key rol

317、es,and alphabetically,respectively.This is different to the ranking system of previous reports which did not rank by number of women in key rolesFTSE 100 Rankings 2024 Women on Boards and in Leadership58RankCompanySectorWomen on BoardsWomen Chair SID CEO or FDCombined ExCo&DRs1Marks&Spencer Group Pl

318、cPersonal Care,Drug&Grocery Stores60.0%SID CFO 54.0%2Pearson PlcMedia60.0%CFO 51.5%3Next PlcRetail33.3%50.5%4Diageo PlcFood,Beverage&Tobacco70.0%SID CEO 49.5%5AstraZeneca PlcHealth Care42.9%CFO 48.9%6Phoenix Group Holdings PlcInsurance41.7%SID CFO 47.5%7National Grid PlcUtilities36.4%Chair 47.2%8Hal

319、eon PlcHealth Care54.5%CFO 46.8%9NatWest Group PlcBanks50.0%CFO 46.8%10BP PlcEnergy54.5%SID CFO 46.5%11Sage Group PlcTechnology40.0%SID 46.2%12Severn Trent PlcUtilities66.7%Chair CEO CFO 45.8%13Lloyds Banking Group PlcBanks50.0%SID 45.7%14GSK PlcHealth Care50.0%CEO CFO 44.6%RankCompanySectorWomen on

320、 BoardsWomen Chair SID CEO or FDCombined ExCo&DRs15Land Securities Group PlcReal Estate50.0%SID CFO 44.4%16WPP PlcMedia41.7%SID CFO 43.5%17Rightmove PlcReal Estate37.5%SID 43.1%18Convatec Group PlcHealth Care44.4%SID 42.7%19Legal&General Group PlcInsurance46.2%SID 41.5%20London Stock Exchange Group

321、PlcFinancial Services36.4%SID 41.1%21Auto Trader Group PlcTechnology66.7%SID 41.0%22St.Jamess Place PlcFinancial Services44.4%CFO 40.9%23Beazley PlcInsurance45.5%CFO 40.7%24Hargreaves Lansdown PlcFinancial Services44.4%Chair SID CFO 40.7%25RELX PlcMedia40.0%SID 40.7%26Halma PlcIndustrial Goods&Servi

322、ces50.0%Chair SID 40.4%27Coca-Cola HBC AGFood,Beverage&Tobacco38.5%40.2%28J Sainsbury PlcPersonal Care,Drug&Grocery Stores44.4%CFO 40.0%AppendicesEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Ke

323、y RolesWomen on BoardsAppendicesAt or above 40%Target Below 33%and unlikely to meet 40%Target by 2025Below 25%,adrift from peers and with a significant shortfall to addressAt or above 33%and on track to meet 40%target Appendix D43FTSE 100 Rankings 2024 Women on Boards and in LeadershipRankCompanySec

324、torWomen on BoardsWomen Chair SID CEO or FDCombined ExCo&DRs29Barratt Developments PlcConsumer Products&Services41.7%Chair 39.7%30Unilever PlcPersonal Care,Drug&Grocery Stores40.0%SID 39.3%31InterContinental Hotels Group PlcTravel&Leisure40.0%Chair 38.9%32United Utilities Group PlcUtilities44.4%SID

325、CEO 38.6%33Prudential PlcInsurance45.5%Chair 38.5%34BT Group PlcTelecommunications36.4%SID CEO 38.4%35Kingfisher PlcRetail55.6%Chair SID 37.9%36British Land Company PlcReal Estate50.0%37.7%37BAE Systems PlcIndustrial Goods&Services41.7%Chair SID 37.7%38Hiscox LtdInsurance50.0%SID 37.6%39Bunzl PlcInd

326、ustrial Goods&Services50.0%SID 37.5%40Londonmetric Property PlcReal Estate40.0%SID 37.5%41SSE PlcUtilities46.2%SID 36.9%42Informa PlcMedia45.5%SID 36.5%43Whitbread PlcTravel&Leisure36.4%36.4%RankCompanySectorWomen on BoardsWomen Chair SID CEO or FDCombined ExCo&DRs44Smiths Group PlcIndustrial Goods&

327、Services40.0%CFO 36.3%45Compass Group PlcConsumer Products&Services42.9%SID 36.2%46IMI PlcIndustrial Goods&Services50.0%SID 36.0%47Schroders PlcFinancial Services61.5%Chair CFO 35.9%48SEGRO PlcReal Estate44.4%SID 35.7%49Unite Group PlcReal Estate40.0%SID 35.7%50Experian PlcIndustrial Goods&Services5

328、0.0%SID 35.5%51M&G PlcFinancial Services40.0%SID CFO 35.5%52Aviva PlcInsurance46.2%CEO CFO 35.4%53Glencore PlcBasic Resources42.9%SID 35.1%54Standard Chartered PlcBanks41.7%SID 34.7%55Melrose Industries PlcIndustrial Goods&Services33.3%34.7%56Persimmon PlcConsumer Products&Services40.0%34.6%57Croda

329、International PlcChemicals40.0%Chair SID 34.5%AppendicesEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGINCROP MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINEDGE OF PAGEMARGIN MARKSMARGINWomen in LeadershipFour Key RolesWomen on BoardsAppendicesAt or above 40%Target Below 33%and unlikely to meet 40%Tar

330、get by 2025Below 25%,adrift from peers and with a significant shortfall to addressAt or above 33%and on track to meet 40%target Appendix D44FTSE 100 Rankings 2024 Women on Boards and in LeadershipRankCompanySectorWomen on BoardsWomen Chair SID CEO or FDCombined ExCo&DRs58Berkeley Group Holdings PlcC

331、onsumer Products&Services44.4%SID 34.3%59Diploma PlcIndustrial Goods&Services50.0%SID 34.0%60Spirax Group PlcIndustrial Goods&Services50.0%CFO 33.3%61Endeavour Mining PlcBasic Resources44.4%SID 33.3%62easyJet PlcTravel&Leisure44.4%SID 33.3%63Centrica PlcUtilities45.5%SID 33.0%64Rio Tinto PlcBasic Re

332、sources42.9%33.0%65Anglo American PlcBasic Resources45.5%32.6%66JD Sports Fashion PlcRetail36.4%SID 32.4%67Imperial Brands PlcFood,Beverage&Tobacco45.5%Chair SID 32.1%68HSBC Holdings PlcBanks57.1%SID CFO 32.0%69Entain PlcTravel&Leisure36.4%Chair 32.0%70Admiral Group PlcInsurance45.5%SID CEO 31.9%71T

333、esco PlcPersonal Care,Drug&Grocery Stores45.5%SID 31.9%RankCompanySectorWomen on BoardsWomen Chair SID CEO or FDCombined ExCo&DRs72British American Tobacco Plc Food,Beverage&Tobacco50.0%SID CFO 31.4%73Weir Group PlcIndustrial Goods&Services44.4%Chair SID 30.9%74DCC PlcIndustrial Goods&Services40.0%SID 30.8%75Shell PlcEnergy41.7%CFO 30.6%76Mondi PlcIndustrial Goods&Services40.0%SID 30.3%77DS Smith