The proportion of female executives in the FTSE 350 has fallen

According to the Women Count annual survey, female representation in FTSE 350 executive boards has dropped to only 32%.

The Pipeline gender parity consultancy, which conducted the study, found that only 9% of the CEOs at the FTSE350 were women. This figure has increased just twice in the last eight years.

The survey started eight years ago and the female representation in executive committees has fallen for the first time. Only 19% of boardroom positions are held by women.

It was found that only 18% of chief finance officers are women, despite 44% of chartered accounting professionals being female.

The report shows that, despite efforts by companies to achieve gender equality, women still face a barrier to achieving the highest positions.

Women hold less than one fifth of the profit and loss roles in listed companies. They need to increase their pool of female employees if they want more women as CEOs, chairpersons and CFOs.

The Pipeline identified 4 ways that businesses can address the issue of female representation in senior positions: Leading from the top, with the CEO emphasizing the importance gender equity to success; Changing the culture (not only development but creating workplaces for women where they can thrive); Driving accountability (holding senior managers accountable and using data); Perseverance – lasting change takes time.

Professor Geeta Nargund, Chair of The Pipeline said: “It’s unacceptable that the gender balance in business leadership has regressed in 2024. The same year, we saw our new Cabinet achieve almost gender parity and a record number female MPs were elected to Parliament.

We need to better reflect the progress made by our country’s leaders in advancing women’s participation across all industries and sectors.

The Peterson Institute for International Economics reports that businesses with gender-inclusive cultures are 60% more likely than others to improve their profits.

She said: “Gender equality means economic prosperity. Fair representation is therefore not a nice to have or a tick box exercise, it is a necessity for business.

“Now is the moment for businesses and leaders to act in order to bring about real change. Along with promoting and investing into female leadership, changes in employment policies to improve workplace conditions such as flexible work and parental leave policies will be crucial in helping women advance.

“Since gender parity not only pays dividends to organisations, but also supports the fundamental principles of an inclusive and modern society.

The Pipeline CEO Liz Stanley stated that complacency was not an option. She said, “We cannot allow businesses to ignore women or give lip service to the issue.

“The pace had been glacial. Women on executive committees are good for business, so this must be a strategic priority for all organizations. We shouldn’t wait for generations to achieve gender parity. If we take this seriously now, then we won’t need to.

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