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Agenda. 08.15 Dame Marjorie Scardino, CEO, Pearson 08.23 Rona Fairhead, CEO, Financial Times Group 08.30 Maria Eagle MP Minister of State for Justice and Deputy Minister for Women & Equalities 08.45 Professor Susan Vinnicombe and Dr Ruth Sealy

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agenda
Agenda

08.15 Dame Marjorie Scardino, CEO, Pearson

08.23 Rona Fairhead, CEO, Financial Times Group

08.30 Maria Eagle MP

Minister of State for Justice and Deputy Minister for Women & Equalities

08.45 Professor Susan Vinnicombe and Dr Ruth Sealy

Overview of the Female FTSE 2009

09.10 Questions (Chaired by Rona Fairhead)

Joining the panel will be:

Dr Celia de Anca, Director, Center for Diversity in Global Management, IE Business School, Madrid and

Dr Marit Hoel, CEO, Center for Corporate Diversity, Oslo

09.30 Closing comments

slide3
Dame Majorie Scandino

Chief Executive

slide4
Rona Fairhead

Chief Executive

slide5
Marie Eagle MP

Minister of State for Justice and Deputy Minister for Women and Equalities

slide8

In collaboration with:

Dr. Celia de Anca

Director

Center for Diversity in Global Management

IE Business School

Madrid

Spain

Dr Marit Hoel

CEO

Center for Corporate Diversity

Norway

banking sector
Banking Sector

David Walker who is currently carrying out a review of corporate

Governance for the Treasury, was recently quoted as saying:

“Boards aren’t golf-club committees, they are challenging environments.

The climate – the culture – has to change materially. Challenging the

Board environment, rocking the boat, is very important.”

new women on ftse 100 boards
New women on FTSE 100 Boards

Euleen Goh (Singapore)

Jacqueline Tammenoms Bakker (Netherlands)

Ambassador Janice Obuchowski (USA)

Betsy de Haas Holden (USA)

Peggy Bruzelius (Sweden)

Professor, Dr. Louise Fresco (Netherlands)

Ann Marie Fudge (Netherlands)

Sheelagh Whittaker (Canada)

Anne Quinn (New Zealand)

Dambisa Moyo (Zambia)

Julia Wilson (UK)

Zaure Zaurbekova (Kazakhstan)

Inès Reinmann

Evelyn Bourke (Ireland).

pipeline to ftse 100 boards
Pipeline to FTSE 100 Boards

1692 women on other FTSE listed boards and senior teams

414 women FTSE 250

Boards and Exec Committees

175 women on FTSE 100

Executive committees

the 2007 conthe code
The 2007 Conthe Code

“When the number of female Board members is small or zero,

the Board needs to explain the reasons why, as well as the

initiatives undertaken to correct such situation and, in particular,

that the Nomination Committee will provide that, when

incorporating new Board members:

(a) The selection process does not have any bias that may

hinder the nomination of women board members;

(b) The company is deliberately looking for, and will include as

potential candidates, women that may fulfil the required

profile (Unified Good Governance Code, 2006, p 18.)”

equality law 2007
Equality Law, 2007

According to Article 75

“Companies … will endeavour to include a sufficient number of women on their Boards of Directors to reach a balanced presence of women and men within eight years of the entry into effect of this act”,

Balanced presence being defined by the law as 40/60 of either sex.

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Using the “comply or explain” principle, companies

with a lower proportion would have to explain if they

proposed to fill a vacancy with a man. Chairmen of

companies with all-male boards – a quarter of the

FTSE 100 – should explain in the annual report why

they think this is acceptable.