An all-party parlimentary committee on ESG seeks a 40% target for female executives in the top 500 UK companies.

Despite progress in diversity at board level, a more critical lens is required to see past “quick wins” for long-term, sustainable change.

With improved gender diversity on boards, the latest report from the Hampton-Alexander Review turns its attention to female leaders.

A count by diversity campaign group the 30% Club shows that there is now a woman on the board at every company in the FTSE 100 and FTSE 250.

Evidence shows that diversity on boards boosts financial performance. So why are some firms still failing to reach gender targets?

We need a renewed focus on the representation of both gender and ethnicity on boards, ensuring targets are comparable and given equal profile.

Policy will apply to the developed world, with firms in emerging markets challenged to have at least one female director, or 10% of places on larger boards.

Companies that score poorly on both gender and ethnic diversity are 27% more likely to underperform on profitability, according to the latest McKinsey report on diversity.

The Investment Association and Hampton–Alexander Review team have written to 63 companies asking how they intend to improve the gender balance on their leadership teams.

Hampton-Alexander Review CEO warns more work is needed, while new research shows women leaders experience “everyday sexism” on a disturbing scale.