Does this guy look familiar to you at all?

Could the chap you see in this picture be a former colleague, perhaps, or someone you’ve done business with in the past?

He’s actually not real, but an AI-generated face of the average FTSE100 CEO, and his name’s Andrew.

According to HR and leadership portal People Managing People, there are more Andrews and Simons in the FTSE100 (the top 100 companies listed on the London Stock Exchange) than there are women.

Andrew is typically a white, male, private school-educated, 55-year-old Cambridge University Economics graduate, generated here by PMP by collecting images of FTSE100 company CEOs and using AI-based image synthesis techniques.

The image and report highlight the gender disparity that remains in the C-suite of top companies with 88 male CEOs, and only 11 women.

In tech globally, there’s a bigger disparity, where only 10% of CEOs that work at the word’s largest tech firms are women.

Last year there were only six Black CEOs sitting at the helm of Fortune 500 companies, barely making up 1% of that group.

According to PMP study, the average salary for a male CEO overall was £4,270,000 while female CEOs earned an average of £3,371,000 — almost a quarter less than their male counterparts.

The report also highlights a class disparity. FTSE100 CEOs are almost ten times more likely to be privately educated than the rest of the UK.

Most of them (14%) attended Cambridge or Oxford. They are also most likely to have studied economics, either as a single honour or joint with finance or accounting.

Only three CEOs in the UK listing did not attend univesity. They included the CEO of UK supermarket chain Sainsbury’s, Simon Roberts, who worked his way up from store management, and the CEOs of luxury fashion retailer Burberry and operative builders firm Persimmon plc.

The oldest named CEO from the study was Justin Dowley, chair of the Scottish Mortgage Investment Trust, at 68, and the youngest is 34-year-old Michael Murrary, CEO of retailer Fraser Group.

Last year TechInformed looked at the seven mistakes Fortune 100 companies were making with their D&I strategies.

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