1 / 26

The Female FTSE Report 2006

daniel_millan
Download Presentation

The Female FTSE Report 2006

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

    1. Gender Diversity on Corporate Boards – Does it Matter? Dean’s Distinguished Speaker Series University of Auckland Business School

    3. Female FTSE Index 1999 - 2008

    4. Changes in Board Composition

    5. Multiple Women on Boards

    7. Women in Top Roles There’s been an increase in the number of women holding key positions in FTSE 100 companies: Five female CEOs Two female Chairmen Alliance Trust is the first FTSE 100 company to have both key positions of CEO and Chairman occupied by women.

    8. Comparison of FTSE Listings

    9. New Appointee Pipeline… 149 new appointees to FTSE 100 boards

    11. Myths around Women and Boards Myth 1 Women aren’t interested In a study of women directors on FTSE 350 executive committees, 80% reported that they would like to have a NED on a FTSE 100 corporate board (Cranfield, 2008)

    12. Myth 2 Women aren’t seen as having the right leadership style Once women are appointed onto FTSE 100 boards, they are more likely to hold multiple directorships (14% as opposed to 12%) (Cranfield, 2008) Myths around Women and Boards

    13. Myth 3 Women haven’t got the right experience Male CEOs say there aren’t more women on boards because they lack general management experience and they haven’t been in the pipeline long enough Female directors say there aren’t more women on boards because of male stereotyping (Catalyst 1999) Myths around Women and Boards

    14. Work experience of new FTSE 100 directors 2001 - 2004

    15. Previous Directorship Experience

    16. Number of individuals appointed to FTSE 100 boards without FTSE 100 board experience Females = 56 Males = 363 Previous Directorship Experience

    17. Myth 4 Women don’t take risks Data Women are more likely than men to be appointed onto corporate boards when the companies share prices have fallen (Ryan and Haslam, 2005) Myths around Women and Boards

    18. By 2010 just 20% of the workforce of the UK will be white, male and under 45. 80% of workforce growth will be among women. Women will form a significant part of the available talent pool. If we select our leaders from only half the population – waste of talent Females outperform males at every level of education 80% consumer decisions made by women Women own 48% Britain’s personal wealth and this will rise to 60% in 2025 Companies with women on the board perform better financially (ROE) and have better corporate governance Better corporate decision making. The biggest difference shown by Canadian Research is in non-financial performance measures by boards with more women (e.g. innovation, CSR, employee satisfaction, customer satisfaction, communication, strategy implementation) Why does it Matter that so Few Women make it to the Top

    19. Overall corporate financial status (e.g. in USA Pension Funds vet companies for investment in terms of presence of women on boards) Reputation as an employer of choice for women. Increasingly scrutinised as a criterion in the procurement of projects In a meta analysis of leadership studies in USA in 2002, concluded that women have more transformational leadership styles than men and these styles are connected with a greater effectiveness Contributions to corporate women employees in terms of mentors, role models, female retention and better understanding of issues facing women at work Why does it Matter that so Few Women make it to the Top

    21. Pipeline to FTSE 100 Boards

    22. Bottleneck, not a Glass Ceiling

    23. Key Change Makers Chairmen CEOs Women Directors Search Consultants Government

    24. The Way Forward?

    25. All directorships in the private sector be advertised (as occurs in the public sector). Long lists for director appointments reflect an aspirational target of 30% female candidates. Search consultants be more proactive in building relationships with potential female NEDs. Companies set gender targets and report on progress in annual reports, including setting and monitoring of KPIs at each level of the pipeline. Consideration be given to female candidates for new board positions in recapitalised banks. Recommendations from Female FTSE Report

More Related