DIVERSIDAD EN LOS CONSEJOS DE ADMINISTRACIÓN DE LAS 100 COMPAÑÍAS DE LA BOLSA DE LONDRES CON MAYOR CAPITALIZACIÓN

DIVERSIDAD EN LOS CONSEJOS DE ADMINISTRACIÓN DE LAS 100 COMPAÑÍAS DE LA BOLSA DE LONDRES CON MAYOR CAPITALIZACIÓN

Noticias

FTSE 100  Boardroom Diversity  –  Current State of Play

Across the globe, there have been calls to increase gender balance. There is a similar impetus for having boards composed of directors from different nationalities, bringing different experiences and more varied cross cultural perspectives. Board independence is another key topic, thereby ensuring a balanced perspective in the boardroom and helping avoid potential conflicts of interest. Board diversity enables fresh perspectives and leads to better decision making, contributing to long-term sustainable performance and value creation.

Greater diversity in the boardroom has evolved as a major issue over the years. It is a key governance topic that has been frequently highlighted by institutional investors, regulatory bodies and other stakeholders.

Gender diversity in boardrooms has come a long way in the United Kingdom. In February 2011, when Lord Davies first called for greater female inclusion on UK boards, females comprised only12.5% of board positions in the FTSE 100. Data from Directorinsight shows that currently 27% of directors’ positions in the FTSE 100 are held by women. Although there are currently no male-only boards in the FTSE 100, there are, however, 7 companies in the FTSE 250 that do have male-only boards.  The target in the UK for gender diversity is set to reach 33% female membership in FTSE 350 boardrooms by 2020, up from an initial target of 25% by 2015.

Despite the achievement of this significant milestone, some FTSE 100 companies are yet to achieve 25% female representation in their boards.

  • 36 companies in the FTSE 100 are not in compliance with the 25% quota set for 2015
  • 40 companies have met the 2015 quota of 25% but are yet to achieve 33%.
  • Less than a quarter of the companies have33% female representation

Deja una respuesta