Flow of women execs through talent pipeline increases

The 2007 Female FTSE research by Cranfield School of Management also reveals that the number of female-held directorships has increased from 117 in 2006 to 123 this year, and that the proportion of women among new appointments has increased substantially over the last year, with 20% of new FTSE 100 director appointments going to women – the highest level since the first benchmarking report was published in 2000. The number of women holding directorships has broken the 100 barrier for the first time with 100 women in 123 positions. While the proportion of female-held directorships is still low (11%), the report highlights how the composition and balance of FTSE 100 boards has changed since 2000. Both the number of executive directorships and total number of directorships are at their lowest levels for seven years, while the number of non-executive positions are at their highest level – one consequence of the Higgs Review designed to encourage boardroom diversity. It is here that women have made great progress with 110 female NEDS in 2007, compared to 60 in 2000. Professor Susan Vinnicombe attributed this progress to a number of prominent Chairmen, Chief Executives and women directors who have actively engaged in championing the gender diversity debate, mentored aspiring women directors and managed their boards in exemplary ways Last year the Female FTSE examined, for the first time, the make-up of the executive committee (the senior team chaired by the CEO) to analyse the talent pipeline to the main board. It reported that only 53 companies had females on their executive committee, a total of 70 women. This has increased to 60 companies in 2007, with 122 women making up 16% of senior executives, an increase of 40% on 2006. Minister for Women and Equality Harriet Harman said: “As this report shows we have made real progress in getting more women into boardrooms. But one in four boards has no women so we still have further to go. “British business at all levels must become more family friendly. This will enable men as well as women to play a more active role in their children’s lives and enable women to fulfil their potential at work. This cultural change has to be led from the top and we will never see it while our businesses are led by men only boards.”