Heidrick & Struggles’ analysis reveals that while FTSE 350 boards maintained strong gender diversity and cross-sector experience in 2024, they lag behind many European peers in attracting younger board members and those with emerging sector expertise. On gender parity, in particular, the UK fares well internationally when compared to the findings of Fortune 500 companies in the US (36%), along with those analysed for publicly listed companies in Germany (46%) and Switzerland (33%), but remains comparably lower than in France (57%) and the in Spain (54%) for 2024.

Key Findings: United Kingdom Board Appointments (2024)

• 305 board seats were filled in the FTSE 350, representing 59% of companies – a slight increase from 294 appointments in 2023.

• 50% of appointees were women, continuing five years of strong gender balance in UK companies, even if slightly declining from a high of 58% in 2022.

• 26% of placements were first-time appointees to FTSE 350 boards.

• Just 21% of directors identified their ethnicity as non-white, with 13% Asian or Asian British and 4% Black or Black British.

• The average age of board appointees rose to 58, which is the highest in six years, with less than 4% of seats filled by those under the age of 45.

Cross-Regional Comparison: UK vs Europe and the US

Heidrick & Struggles’ Board Monitor 2025 finds UK boards remain slower to look to younger and newer appointees, despite having one of the highest appointment volumes for the year. By comparison, Ireland (21%), Germany (8.2%) and France (5.4%) appointed a greater share of directors under 45, compared to just 3.9% in the UK, though appointment volume was significantly lower overall.

Education, Experience and Background

In 2024, 62% of UK board appointees had cross-industry experience while 74% had international experience, while 57% of UK appointees were also retired.

Cross-industry experience is vital for leaders in the modern context, as it equips them to navigate complex, rapidly evolving business environments and enables leaders to contribute a broader understanding of risks and opportunities, particularly those arising from technological advancements and shifting societal expectations.

While the vast majority of UK board appointees were university educated, the 2025 Board Monitor found that approximately 1 in 10 had no formal educational qualifications, illustrating the premium that FTSE 350 companies can place on real-world leadership experience, sector insight, and boardroom readiness over academic pedigree. This was the highest among all sixteen markets in Heidrick & Struggles’ global study, and significantly higher than the just 2% of appointees without formal qualifications in the US, for example.

Meanwhile, with women making up just over half of its FTSE 350 board appointees, the UK outpaces USA, Germany, Belgium, and several Nordic countries in this regard, maintaining a notable commitment to gender-balanced board appointments.

Outlook

The data shows FTSE 350 boards have largely maintained their commitments to gender equity and international depth of experience, but trends in age and background point to signs of hesitancy to take greater chances on generational change and first-time public board members. With only 26% of appointees new to public boards, down from 36% in 2021, the UK is slightly behind markets like the US (34%) and France (29%) on board renewal.

Commenting on the findings, Kit Bingham, Partner in Heidrick & Struggles’ London office and head of the firm’s UK Board Practice, said: “The 2025 Board Monitor shows that UK boards are doing well where it counts, especially on gender balance and international outlook. But the numbers also tell us there’s room to bring in more fresh faces and first-time directors. Boards should reflect the world their businesses operate in, and this can be achieved through a broader mix of people and experience.”