The latest Hampton-Alexander review reveals that women have reached a major milestone on FTSE 100 boards, but still fail to win CEO or chair positions in significant numbers.

The revised UK Corporate Governance Code has emphasised the importance of board diversity, but there is consternation over corporate commitment to it as many firms fail to comply fully with reporting requirements.

One of the reasons given by FTSE 350 chairs and CEOs for failing to appoint women on to boards is “we have one woman already on the board, so we are done…”

Voting is not just about boardroom composition but also the quality of organisations’ diversity policies, and that is why LGIM is putting its money where its mouth is.

Asset manager LGIM will track the score of 350 UK companies for a new fund focused on promoting improved gender diversity standards.

One of the UK’s biggest banks reveals an average gender pay gap of 60%, while the average bonus gap is 84%.

A spotlight has shone on showbusiness since the beginning of the #metoo campaign, but how can women feel empowered and make a difference in boardrooms?

Pushing a particular formula for getting more women onto boards is a surefire way to narrow the conversation and slow progress, argues Catherine Banat.

We know that women improve company boards, but a recent study reveals that they also offer better support to less powerful stakeholders and, in turn, make their companies better corporate citizens.

Female board members make companies more profitable, though this is not always reflected in market valuations or research. Kris Byron and Corinne Post investigate why.