Sentences with phrase «board diversity policies»

This number was even lower in the construction and mining industries, with only 16 per cent of mining FP500 companies having board diversity policies.

Last year, he advised the bank's board on a new board diversity policy which it adopted: this policy commits BMO to board composition in which each gender comprises no less than one - third of the independent directors and the promise of public disclosure.

Not exact matches

Specifically, the provincial government proposed forcing companies to either set up diversity policies that include specific goals for hiring female board members, or explain why they refuse to do so.

The Ontario government and the Ontario Securities Commission have both endorsed «comply or explain» policies, which require boards to develop and disclose policies to improve their gender diversity, or else explain why they haven't.

Beyond keeping tabs on your board composition, issuers should draft a policy on diversity (regarding women but also cultural background, sexuality and disability), tenure and overboarding.

The CSA now requires Canadian issuers to either disclose formal diversity policies for their boards of directors, or explain why they haven't got a policy.

The 100 women were selected in 10 categories, including board and management, social enterprise and not - for - profit, business enterprise, public policy, innovation, young leader, global, local / regional, diversity, and a new category, arts, sports and culture.

She has served in several board leadership positions, and through navigating the private, independent, and charter school experiences of her own five children, has gained valuable insights into the diversity of school policy and practice.

ALBANY — The state Legislature appointed three new members to the Board of Regents on Tuesday, increasing the diversity of the policymaking board, and suggesting tensions around education policy may have eased around the CapBoard of Regents on Tuesday, increasing the diversity of the policymaking board, and suggesting tensions around education policy may have eased around the Capboard, and suggesting tensions around education policy may have eased around the Capitol.

Topics include political spending disclosures, executive pay clawback policies, proxy access, board and workplace diversity and environmental risk management.

And in an Ed Next podcast recorded just after the new school board was elected in Wake County last fall, «Voters Choose Neighborhood Schools Over Socioeconomic Diversity,» Paul Peterson and Chester Finn discussed the election and what it would mean for the county's school assignment policies.

The school board majority that took office in Wake County last December is committed to moving the district toward neighborhood schools (and away from busing to achieve socio - economic diversity) despite a mass march that has been scheduled to take place tomorrow in downtown Raleigh to protest the policy.

Police removed protesters last week from a heated Wake County, N.C., school board meeting in which board members voted to abandon a student - assignment and diversity policy with roots dating back three decades.

This is why it is so important to have intellectual and ideological diversity within any group or institution whose goal is to find truth (such as an intelligence agency or community of scientists) or to produce good public policy (such as a legislature or an advisory board).

The district school board sets and monitors the attainment of community standards, and it establishes a small number of policies and regulations that ensure the choice - driven decision - making system promotes equity, diversity, excellence, and other community values.

Local boards of education throughout North Carolina would do well to follow this legal framework closely when adopting student assignment policies and affirm the DOE's commitment to diversity in order to provide the best possible education for North Carolina's children.

Naveen Mehta is general counsel to UFCW Canada, a member of Legal Leaders for Diversity and Inclusiveness and board member of the International Commission of Jurists and Canadian Centre for Ethics and Corporate Policy.

Under the draft CBCA regulations, public corporations that are governed by the CBCA would be required to disclose the number and percentage of women, visible minorities, aboriginal people and people with disabilities on their boards of directors and within senior management; whether the issuer has adopted a written policy in respect of diversity relating to the enumerated categories on the board of directors; the extent to which diversity relating to the enumerated categories is taken into account when nominating directors and appointing executive officers; and whether targets have been adopted for women, visible minorities, aboriginal people and people with disabilities on the board and in executive officer positions.

The amendments also mandate school boards to put in place «respect for human diversity» policies.

These questions rolled through my brain as I read yesterday's Financial Post article, Firms adopting diversity policies but few commit to targets for women on boards.

In light of the CCGG, ISS and Glass Lewis policies towards board gender diversity, issuers would be wise to evaluate whether a formal written board gender diversity policy is appropriate in advance of the 2018 proxy season.

Beginning in 2019, the ISS will generally recommend withholding a vote for the nominating committee chair of the board of a TSX - listed issuer where (i) the issuer has not disclosed a formal written board gender diversity policy and (ii) there are no female directors on the board.

If it determines that the adoption of a formal written board gender diversity policy is inappropriate, the issuer should carefully describe its reasons against adoption in its public disclosure record.

LLC (Glass Lewis), appear to have caught wind of the discussions — both firms added a voting policy in respect of board gender diversity to their 2018 proxy voting guidelines for Canada.

Furthermore, Glass Lewis, unlike the ISS, does not describe what it expects to see included in a board gender diversity policy in order to refrain from recommending a withhold vote.

The ISS further prescribes that the board gender diversity policy include a clear commitment to increase board gender diversity, avoiding boilerplate or contradictory language.

However, starting in 2019, Glass Lewis claims that it will generally recommend voting against the nominating committee chair of a board that has no female members, or has not adopted a formal written gender diversity policy.

Glass Lewis, on the other hand, will, beginning in 2019, generally recommend withholding a vote for the nominating committee chair of the board of an issuer (including venture issuers) where (i) the issuer has not disclosed a formal written gender diversity policy or (ii) there are no female directors on the board.

Specifically, the board gender diversity policy should contain measurable goals and targets to increase board gender diversity within a reasonable period of time as well as a description of the processes used to monitor the issuer's progress in meeting its goals and targets.

The policy summarizes in one document the views on board gender diversity that CCGG has expressed in the past and sets out CCGG's current position on this issue.

The Tribunal further held that in order to comply with the Human Right Code, the School Board had a responsibility to make efforts to encourage a diversity of literature and awareness of the policy under which the materials could be distributed.

The Bar Standards Board (BSB) has launched a consultation on its Equality and Diversity Policy and Action Plan 2007 — 08.

In addition, Fredeen was a founding member of Legal Leaders for Diversity and Inclusion and is also a member of the board for the Canadian Centre for Ethics and Corporate Policy.

Other activities at the Annual Meeting and Conference include: topic - focused plenary sessions; addresses by distinguished speakers from family therapy and allied fields; concurrent presentations; open forums for broad issues such as family policy, diversity, ethics, and credentialing; group dialogue sessions on gender and diversity issues; awards to outstanding professionals within the family therapy field; business and Board meetings; and social time for building networks with peers from across the country.