In 2015 the Conservative manifesto referred to the progress made in reaching the voluntary target of 30% female board members in the largest companies. However although most FTSE companies now have at least one woman on their board, women make up less than 20% of board members; less than 5% of company directors are women (less than 10% of the largest companies). Current consensus is that companies have made only very partial efforts to recruit women to the highest posts. The Women and Equalities Committee investigated this problem in 2016 and the latest in a series of high-level reviews was established in January 2016, to report by the end of the year; it is likely to focus on ‘pipeline’ challenges. Thus despite a large body of evidence outlining the British situation and mobilisation of a range of actors including some new women’s business networks, there is still very little sign of change. At best the high-level reports and target-setting (under the weak threat of legislation) have empowered women in some large companies, some parts of the public sector, and in wider public space. However to date there is little evidence that this empowerment has reached a tipping point where it is able to tackle widespread organisational resistance .
