Hidden Truth: Diversity & Inclusion in the FTSE All-Share—by WB Directors and sponsored by Protiviti—finds a lack of diversity across the four positions of power in the FTSE and AIM listings, with women of color holding less than 1% of top boardroom roles. https://ow.ly/bbB350SqbIY #Protiviti #HiddenTruth #WomenOnBoards #DEI
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A report released today, Hidden Truth: Diversity & Inclusion in the FTSE All-Share, reveals a remarkable lack of diversity across the four positions of power in the FTSE and AIM listings, with women of colour holding less than 1% of top boardroom roles. The report by WBDirectors, and sponsored by global consulting firm Protiviti, includes the first in-depth analysis of the number of women in the roles of Chair, Senior Independent Director (SID), Chief Executive Officer (CEO) and Chief Financial Officer (CFO) across the FTSE All-Share and AIM companies.
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A report released today, Hidden Truth: Diversity & Inclusion in the FTSE All-Share, reveals a remarkable lack of diversity across the four positions of power in the FTSE and AIM listings, with women of colour holding less than 1% of top boardroom roles. The report by WBDirectors, and sponsored by global consulting firm Protiviti, includes the first in-depth analysis of the number of women in the roles of Chair, Senior Independent Director (SID), Chief Executive Officer (CEO) and Chief Financial Officer (CFO) across the FTSE All-Share and AIM companies.
Less than 1% of top UK board roles held by women of colour - IFA Magazine
ifamagazine.com
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International Women's Day - Inspiring Inclusion in Financial Services 💜 Today, as we mark International Women's Day, we celebrate the incredible contributions of women worldwide, as well as our fantastic female employees. Diversity and inclusion in the financial services sector is vitally important as, according to the FCA, "increased diversity and inclusion in regulated financial services can deliver better internal governance, decision and risk management, as well as unlock the best talent." But data suggests we have a long way to go. Take a look at just some of the roles our female colleagues thrive in. Source – FCA, November 2023 #IWD #InspireInclusion #IWD2024
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“In the broader discourse about diversity, equity, and inclusion (DE&I) in the workplace, companies often tout gender-diverse leadership more than they actually achieve it.” – Josie Cox, BBC While there has been a rise in companies committing to increasing gender balance at the highest echelons of management, recent research shows that these commitments are not necessarily translating into reality. Josie Cox, author of “Women, Money, Power” and BBC contributor, lists the following key points in her article “Companies are touting women in the C-suite – but their ranks are falling”: Commitments vs. Reality: Many companies have publicly committed to improving gender diversity in their C-suite (the highest executive positions). However, the actual representation of women in these roles has declined. Data from Standard & Poor Market Intelligence reveals that women’s representation among all senior leadership positions in the US dropped to the lowest rate in over a decade in 2023. Additionally, women lost seats across all C-suite positions for the first time since data collection began in 2005. Greenwashing: The disconnect between commitments and reality can be seen as a form of “gender greenwashing.” This term refers to making bold public claims without necessarily following through with meaningful actions. In other words, companies may talk about gender diversity but fail to implement effective strategies to achieve it. Financial and Reputational Risks: Academics and organizational experts warn that companies deprioritizing gender diversity risk negative consequences both reputationally and financially. Failing to promote women into senior leadership roles can hinder long-term success. Earnings Calls: Interestingly, executives at publicly traded firms have been discussing diversity and inclusion less during earnings calls with shareholders. In 2023, mentions of diversity-related topics reached multi-year lows. In summary, while companies emphasize gender diversity in their leadership ranks, the reality often falls short of their stated goals. The Rutgers Center for Women in Business (CWIB) agrees that it is essential to address this gender gap because it is crucial for both business success and societal progress. Read More Here: https://lnkd.in/eD8mj9jy #csuite #womeninbusiness #DEI #rutgers #cwib
Companies are touting women in the C-suite – but their ranks are falling
bbc.co.uk
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CEOs striving for Diversity, Equity, and Inclusion (DE&I) often face challenges when tackling these initiatives solo. However, teaming up with a senior female leader changes the game, leading to more women in senior management. Female voices bring unique perspectives, fostering innovation and effective risk management. So, it’s not just about having women at the table; it’s about integrating their voices into the core of the company’s culture. Visit our website to learn about other pathways to parity in senior management! #grantthornton #grantthorntonindonesia #growingtogether #sustainablegrowth #women #womeninbusiness #genderequality #genderparity #business #clientexperience
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Reviewing my recent poll, it seems that my network is in tune with the underrepresentation of women CFOs in ASX listed companies. Did you know that in the ASX300, only 19% of the CFOs are women. On a positive note, the momentum is heading in the right direction. However, at the current rate, achieving gender parity in CFO roles could take close to 60 years! I read an article by a Tech Headhunter on his efforts to provide a diverse shortlist for a senior IT leadership position in a 600 FTE company. Different industry, same uphill battle! I’ll include the article in the comments below. *Data from the CEW Senior Executive Census 2023 #CFO #asx300 #womeninfinance #diversity
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Inclusion matters - that’s the resonating message of this year’s #IWD2024 and a core belief here at PwC. Building a workplace where diversity thrives demands unwavering commitment. We recognize that change is essential, and it requires deliberate action. Old habits won't fade away on their own. So let's embrace this opportunity to challenge the status quo and foster a culture where every voice is heard and valued. Discover PwC’s Women in Work Index: https://lnkd.in/eXrki238 #IWD2024 #WomenInWork #PwCBelgium
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CEO @ Naylor | MIT Executive | Private Equity | Board Member | Speaker | Podcast Host | Empowering Associations to thrive by generating non-dues revenue | Empowering Women to be successful by sharing proven strategies
It's not enough to just talk about advancing women into senior ranks; companies need to act. As you may have seen in the data I shared from #Fortune500 and S&P 500 recently, companies highlight a concerning trend: the number of women in C-suite positions is declining. Some people attribute this phenomenon to "gender greenwashing," where companies merely express concern without taking substantive actions to address #GenderDisparities. Taking meaningful steps, such as implementing #InclusivePolicies and fostering equitable opportunities, is essential for genuine progress. How are you supporting women in your association or business? #GenderGreenwashing #CSuiteWomen #WomenInLeadership
Companies are touting women in the C-suite – but their ranks are falling
bbc.com
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Do you know what fraction of board members at FTSE companies are women? Or what fraction of senior executives (chair, CEO, CFO, COO) are? Hint: it’s not near 50%, though it is getting better. Representation at board level has seen more progress recently - of 585 FTSE all share firms, 40% now have female representation, up from 36% a year ago. Yet female representation at exec level has flatlined at a shocking 10%. If you’re ever in doubt of the need for affirmative action and proactive change, here’s your reminder. #representation #genderequality
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