International Women’s Day brings renewed focus on progress and possibility, and this year organisations have access to a major new resource designed to help turn ambition into action. To mark this day, 8 March, the full 50 page research report Women in Leadership Strategies from FTSE 350 organisations leading the way report has been made publicly available for the first time, extending access beyond Encompass Equality member organisations.
Produced by Encompass Equality in collaboration with the FTSE Women Leaders Review and the Chartered Management Institute, the study explores how some of the UK’s largest companies are successfully advancing women into senior roles. Its public release reflects the UN Women theme Rights. Justice. Action. For ALL Women and Girls, offering practical guidance to organisations seeking meaningful progress toward gender parity.
Rather than presenting theory, the research draws on interviews with senior leaders alongside data from organisations that have achieved above average female representation at the top. The result is a detailed picture of how change unfolds inside real workplaces, from boardrooms to talent pipelines.
Purpose shapes progress
One of the report’s central conclusions challenges the assumption that success comes from introducing the right initiatives. The research finds that outcomes depend far less on what organisations do and far more on why they do it, who leads the work, how it is delivered and when action is taken.
In organisations where gender balance is seen as integral to long term success, inclusion becomes embedded in everyday decisions. Recruitment, development and succession planning all reflect a shared understanding that diverse leadership strengthens performance and resilience.
Vivienne Artz OBE, Chief Executive of the FTSE Women Leaders Review, highlights the value of the research, stating that,
“The FTSE Women Leaders Review applauds the insights and experiences shared in this report as a valuable resource for all organisations, regardless of where they are on the path to becoming more inclusive and sustainable gender balanced workplaces.”
Her comments reinforce the importance of sharing effective practice so organisations across sectors can learn from proven approaches.
Leadership commitment drives change
The report emphasises that progress is strongest when senior leaders take visible ownership rather than delegating responsibility. In many leading organisations, chief executives and board members actively sponsor initiatives, advocate for high potential women and integrate inclusion into strategic priorities.
Accountability is also significant. While most organisations report having senior sponsors, those making the greatest progress are slightly more likely to hold leaders responsible for outcomes, ensuring momentum continues even during periods of change.
Timing plays an important role as well. Interventions focused on career transition points such as promotion decisions or succession planning often produce stronger results than broad awareness campaigns. Supporting women at moments when barriers tend to emerge helps maintain a robust leadership pipeline.
Culture over checklists
A consistent theme throughout the research is the importance of organisational culture. Companies leading the way treat gender parity as part of a wider inclusive environment that benefits everyone, rather than as a standalone diversity project.
This cultural foundation influences how people are hired, developed and retained, creating conditions where women can progress naturally into leadership roles. Case studies included in the report show that tools such as mentorship, sponsorship and employee networks are most effective when supported by senior leaders and aligned with business strategy.
Turning insight into action
By combining analysis with practical recommendations, the report provides a roadmap grounded in experience rather than aspiration. It offers a valuable starting point for organisations ready to move beyond awareness toward measurable change.
