In 2020, only 5% of FTSE (Financial Times Stock Exchange) 100 CEOs are women. The FTSE 250 is even further behind, with just 2%, including IG’s own CEO June Felix. In 2019, just 23% of executive committee members in the FTSE 100 were women, and the combined number of women in executive and senior positions reached only 28.6%. Furthermore, a FTSE 100 pay gap still exists, with the highest paying male CEO earning significantly more than the highest paying female CEO.
A lot of questions come to mind. Why are we seeing these poor numbers? When will we see 50/50 representation, if the current rate of change continues at the same pace? And what exactly does the future of female leadership look like?
To bring this narrative to life, IG has produced ‘Women CEOs in the UK’, a guide to the female CEOs of the FTSE 100. The guide includes a useful infographic and provides insights into female representation, the gender pay gap, common barriers for women in corporate spaces, and more.
What are the key takeaways?
- The number of female FTSE 100 CEOs has increased by just one person since 2012 (from four, to five)
- At the current rate, it will take more than 80 years before women achieve equality at CEO level
- Only 18 FTSE 100 companies have more than 33% women in leadership positions
- Female FTSE 100 CEOs earn 16.66% less on average than their male counterparts
- The highest paid male CEO earns almost 90% more than the highest paid female
The ‘Women CEOs in the UK’ guide also profiles in detail the 5 female FTSE 100 CEOs of 2020: Emma Walmsley (GlaxoSmithKline), Liv Garfield (Severn Trent), Carolyn McCall (ITV), Allison Brittain (Whitbread), Alison Rose (Royal Bank of Scotland Group).
So, where does IG stand in terms of inclusivity and the female leadership growth course? The company’s CEO June Felix was recently interviewed about equality in the workplace, stating the following: “I believe without any doubt whatsoever that equality, fairness, meritocracy, openness and diversity of thought are the most important qualities that any organisation can have. We know that to win in rapidly-changing global markets, gender, age, ethnicity, sexual orientation and religion are immaterial. Regardless of anyone’s background, what we are looking for are people who will make our organisation better – not because they fit in and think the same way, but because they bring unique perspectives and experiences.”
How do you see the future of female leadership?
To find out more about female FTSE 100 CEOs and the gender pay gap within the index, visit the ‘Women CEOs in the UK’ site.