{"id":55753,"date":"2015-03-25T00:15:16","date_gmt":"2015-03-25T00:15:16","guid":{"rendered":"http:\/\/mostafa.openonline.co.uk\/?guid=3d313762e8355a22af0f25bccce32a68"},"modified":"2015-03-25T00:15:16","modified_gmt":"2015-03-25T00:15:16","slug":"press-release-women-on-boards-numbers-almost-doubled-in-last-4-years","status":"publish","type":"post","link":"https:\/\/mostafa.openonline.co.uk\/?p=55753","title":{"rendered":"Press release: Women on boards numbers almost doubled in last 4 years"},"content":{"rendered":"
\n

Now almost a quarter of all FTSE<\/abbr> 100 board positions are being filled by women.<\/p>\n

The latest annual report from Lord Davies of Abersoch<\/a> shows that 4 years on from his original report, commissioned by Business Secretary Vince Cable, female representation has almost doubled to 23.5%. <\/p>\n

The Davies\u2019 report, published each year alongside the Cranfield University School of Management\u2019s Female FTSE<\/abbr> Board report, shows British businesses are making great strides towards Lord Davies\u2019s target of 25% by 2015, set in 2011.<\/p>\n

Business Secretary Vince Cable said: <\/p>\n

\n

FTSE<\/abbr> 100 boards have made enormous progress in the last 4 years, almost doubling female representation to just shy of 25%. We must celebrate this outstanding achievement and the change in culture that is taking hold at the heart of British business. The evidence is irrefutable: boards with a healthy female representation outperform their male-dominated rivals.<\/p>\n

I am confident we will reach our target this year, but our work is not complete. British business must keep its eye on the long game, as we strive to achieve gender parity. We have made good progress in the last 4 years, and if we continue this trend in the next parliament, I would expect to exceed a third of female representation by 2020. We know that\u2019s where the tipping point lies in influencing decision-making. We must also focus on ensuring women are rising fast enough through the pipeline and taking up executive positions.<\/p>\n

Companies must harness all available talent \u2013 diverse senior management pools are vital to securing the future corporate competitiveness of the UK.<\/p>\n<\/blockquote>\n

Minister for Women and Equalities Nicky Morgan said: <\/p>\n

\n

We have almost doubled women\u2019s representation on FTSE<\/abbr> 100 boards in 4 years; we only need 17 more women to be appointed to these boards and we will have met the 25% target we set ourselves. When we started this work in 2011 there were 21 FTSE<\/abbr> 100 boards that had no women on them. Now there are no all-male boards left. This is great news.<\/p>\n

But to keep on track we also need to ensure that women are well represented at senior executive level too, making them ready to take up board level positions. In the FTSE<\/abbr> 100, the total number of female senior executives has increased from 19.9 to 21% which is to be welcomed, but we need to keep up the pressure to see this increase still further.<\/p>\n

This is not only good for women, but good for business too. Boards which reflect their customers and clients are better able to understand their needs and respond to them.<\/p>\n<\/blockquote>\n

Lord Davies of Abersoch said: <\/p>\n

\n

The rate of change that we have seen in FTSE<\/abbr> 100 companies over the last 4 years has been remarkable. The voluntary approach is working, boards are getting fixed. We now have to increase the low number of Chairs and Executive Directors on boards and address the loss of talented, senior women from the executive pipeline.<\/p>\n

I have never doubted that Britain has extraordinary talent, or that there are plenty of credible, experienced women, capable of serving on British boards.<\/p>\n

FTSE<\/abbr> companies are now making real efforts to seek out and unleash the full extent of this talent.<\/p>\n<\/blockquote>\n


\n 25% or better – WOB – March 2015<\/a>
\n (PDF<\/abbr><\/span>, 323KB<\/span>, 1 page<\/span>)
\n<\/span> <\/p>\n


\n Top 10 most improved – WOB – March 2015<\/a>
\n (PDF<\/abbr><\/span>, 352KB<\/span>, 1 page<\/span>)
\n<\/span> <\/p>\n

Notes to Editors<\/h3>\n
    \n
  1. A copy of Lord Davies\u2019s latest (fourth) report into Women on Boards can be found at Women on boards reports<\/a>\n<\/li>\n
  2. In February 2011, Lord Davies of Abersoch published his first report into Women on Boards. The report set out a strategy aimed at ensuring that more women were appointed to boardroom positions. He asked all FTSE<\/abbr> 350 companies to set targets for the number of women they expected to have on their boards and executive committees in 2015. Lord Davies recommended that FTSE<\/abbr> 100 boards should aim for a minimum 25% female representation on their boards by 2015.<\/li>\n
  3. The Cranfield Female FTSE<\/abbr> Board<\/a> report was also published on Wednesday 25 March 2015. The Female FTSE<\/abbr> benchmarking report provides an annual measure of the number of women executive directors on the corporate boards of the UK\u2019s top 100 companies.<\/li>\n
  4. As of March 2015 published statistics show that:\n
      \n
    • \nFTSE<\/abbr> 100 – women\u2019s representation on boards has increased to 23.5% – up from 20.7% in March 2014, and 12.5% in 2011<\/li>\n
    • \nFTSE<\/abbr> 250 – women\u2019s representation on boards has increased to 18% – up from 15.6% in March 2014, and 7.8% in 2011<\/li>\n
    • \nFTSE<\/abbr> 100 – now has 263 women board members<\/li>\n
    • \nFTSE<\/abbr> 100 – 28.5% of Non-Executive Directors are women<\/li>\n
    • \nFTSE<\/abbr> 100 – 8.6% of Executive Directors are women<\/li>\n
    • \nFTSE<\/abbr> 250 – now has 365 women board members <\/li>\n
    • \nFTSE<\/abbr> 250 – 23% of Non-Executive Directors are women<\/li>\n
    • \nFTSE<\/abbr> 250 – 4.6% of Executive Directors are women<\/li>\n
    • there are no all-male boards in the FTSE<\/abbr> 100 <\/li>\n
    • there remain 23 all-male boards in the FTSE<\/abbr> 250.<\/li>\n<\/ul>\n<\/li>\n<\/ol>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

      Significant progress continues to be made with increased gender diversity in the boardrooms of the UK\u2019s top companies.<\/p>\n","protected":false},"author":8,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[13],"tags":[],"_links":{"self":[{"href":"https:\/\/mostafa.openonline.co.uk\/index.php?rest_route=\/wp\/v2\/posts\/55753"}],"collection":[{"href":"https:\/\/mostafa.openonline.co.uk\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/mostafa.openonline.co.uk\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/mostafa.openonline.co.uk\/index.php?rest_route=\/wp\/v2\/users\/8"}],"replies":[{"embeddable":true,"href":"https:\/\/mostafa.openonline.co.uk\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=55753"}],"version-history":[{"count":0,"href":"https:\/\/mostafa.openonline.co.uk\/index.php?rest_route=\/wp\/v2\/posts\/55753\/revisions"}],"wp:attachment":[{"href":"https:\/\/mostafa.openonline.co.uk\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=55753"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/mostafa.openonline.co.uk\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=55753"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/mostafa.openonline.co.uk\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=55753"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}