Sentences with phrase «board gender diversity»

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.

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 discussions around board gender diversity are not new.

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

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.

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.

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.

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.

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.

Mind the Gap: Board Gender Diversity in 2014 is Glass Lewis» annual review on empirical findings from our research on board gender diversity in 14 different markets.

She has written reports for Glass Lewis including the 2011 - 2015 editions of Greening the Green: Linking Executive Compensation to Sustainability and Mind the Gap: Board Gender Diversity.

Topics in recent years have been board gender diversity; linking compensation and sustainability; and sustainability reporting frameworks.

This report provides context and background relating to board gender diversity, including academic studies and varying approaches in different markets.

Mind the Gap: Board Gender Diversity in 2013 looks at the current state of gender diversity in the boardroom in 14 markets.

Not exact matches

Today's appointment by Independence Group of its first female board member has taken it off the list of ASX200 companies lacking female representation on their boards, although four other Western Australian businesses remain among those still to adopt gender diversity at board level.

Other countries, such as the U.K., have gender diversity champions who have made excellent use of the bully pulpit, notably Lord Mervyn Davies, who is calling for 33 percent board participation by women by 2020.

Recently, Equilar, a research firm that focuses on board recruitment, put together a Gender Diversity Index and predicts that the board of directors on the Russell 3000 list — the 3000 largest companies based in the United States — will achieve parity, with a membership made up of 50 percent women and 50 percent men, by the fourth quarter of 2055.

The Equilar Gender Diversity Index looks at the female representation on the boards of the biggest companies in the United States.

How much does just one year of poor gender diversity among executive board members run these three countries?

The research crunches numbers to determine the cost to large companies of having all - male executive boards running the show, and while it's far from the first report to conclude a lack of gender diversity is a terrible idea from a business perspective, this analysis produced one particular attention - grabbing finding.

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.

Canada's seventh - largest — and largest foreign - owned — bank, with more than $ 90 billion in assets and $ 2 billion in annual revenue, the company under her watch has become an exemplar of gender diversity, with equal numbers of men and women on the board and in senior management.

I should add, however, gender is only one dimension of diversity, and it's important boards focus on multiple dimensions of diversity.»

«Investors» calls for greater gender diversity appear to be nudging nominating committees to find more women to serve on boards at U.S. firms.»

The report from proxy advisory group Institutional Shareholder Services (ISS), called «Gender Diversity on Boards: a Review of Global Trends,» shows that the number of females among new board nominees at the largest U.S. companies has been steadily climbing in recent years.

A new study shows that one place where gender diversity seems to be flourishing is on the boards of large U.S. companies.

Aspiration evaluates mutual fund companies across three categories — social, environmental, and governance programs — and will choose to work with them only if they have committed to more employee training to reduce safety violations on site, reducing their carbon emissions, or increasing gender diversity at the board level.

Ever since the Ontario Securities Commission implemented a rule last year that TSX - listed companies must address gender diversity on their boards or explain why they haven't, corporate Canada has been scrambling to hire female directors.

The letter urges five overall guiding principles and 10 best practices in order to get more women into the field generally and leadership positions, including: getting executives and boards to make gender diversity a priority; establishing mentorship programs that connect women with life sciences executives; and doing a better job tracking where female talent goes within biopharma firms, among other suggestions.

«We firmly believe that a diversity of perspectives leads to better decisions and helps drive corporate performance,» says Steve Williams, CEO of Suncor, whose 12 - member board includes three women and a First Nations executive, and factors in age, gender, ethnicity and aboriginal status in filling vacancies.

As CtW commented this time around, «While Ms. Friedman herself brings a modicum of gender diversity to the board, her failure to address the board's broader composition over her 21 year tenure suggests that the board will be better served by replacing her with a fresh and diverse nominee.»

June 10, 2015 - OSC Chair Howard Wetston was quoted in the Financial Post about his remarks at the CCGG AGM with respect to gender diversity on boards.

June 10, 2015 - OSC Chair Howard Wetston was quoted in The Globe and Mail about his remarks at the CCGG AGM with respect to gender diversity on boards.

The Vancouver Board of Trade is strongly supportive of the announced Action Plan for Women Entrepreneurs, as well as its promise to modernize Canada's corporate governance framework through amendments to the Canada Business Corporations Act to promote gender diversity among public companies, using the widely recognized «comply or explain» model.

How the Message of Diversity & Inclusion is Starting to Change the Conversation Learn how State Street Global Advisors «Fearless Girl» installation came to life and subsequent efforts to spotlight the need for greater gender diversity on boards and corporate leDiversity & Inclusion is Starting to Change the Conversation Learn how State Street Global Advisors «Fearless Girl» installation came to life and subsequent efforts to spotlight the need for greater gender diversity on boards and corporate lediversity on boards and corporate leadership.

The model can be used to examine the gender diversity implications of four key governance decisions on the composition of corporate boards.

The Conference Board and Georgetown University's McDonough School of Business, in partnership with The SAIS Center for Transatlantic Relations at Johns Hopkins University, developed a scenario model that companies can use to enhance the gender diversity of their boards.

Companies are now providing investors access to gender diversity criteria such as number of female employees, managers and board members; breadth and quality of programs addressing home / life balance; and gender parity / gender diversity.

She is a sought - after speaker on the topics of leading large - scale cultural change, transformational leadership, brand building, cultivating high - performance teams, creating cultures of diversity and inclusion, harnessing talent, gender equity on boards, women in the c - suite, and women in high - growth entrepreneurship.

IBM and CVS have already done so this year — explicitly stating they will consider gender and racial diversity in their board appointments.

It's a welcome thing, to be sure, in a landscape that are largely dominated by men — the lack of gender and racial diversity among VCs and entrepreneurs and even on tech boards has become a hot - button issue in Silicon Valley.

-- Fenwick: Gender Diversity Survey 2013 Maier flipped the research on its head by posing the question: «Why do we have to say «having 20 % of women on boards shows a positive result for companies instead of «having 80 % of men on boards shows a negative result for companies?

In addition, a recent study by the executive data firm Equilar tracks perceptible progress among boards of companies on the Standard & Poor's 500 - stock index in reaching gender diversity.

Women to Make Up 40 Per Cent of Provincial Boards and Agencies by 2019 Link to Original Article: https://news.ontario.ca/opo/en/2016/06/ontario-sets-gender-diversity-targets.html by: Office of the Premier Today, Premier Kathleen Wynne announced new gender diversity targets to ensure more women have the opportunity to reach top leadership positions at provincial agencies and other government organizations.

Also at 11:30 a.m., Rep. Carolyn Maloney announces a bill to increase gender diversity on public corporate boards, Clement Restaurant, The Peninsula New York, 700 5th Ave., Manhattan.

DiNapoli also announced agreements with four Fortune 500 companies to formally include gender and racial diversity in their considerations of board candidates.

DiNapoli and the Fund are members of the Thirty Percent Coalition, which seeks greater gender diversity in public company boardrooms and has a goal of 30 percent female representation on publicly - held corporate boards.

Comptroller DiNapoli and the New York State Common Retirement Fund believe that board diversity, inclusive of gender, race, ethnicity, sexual orientation and gender identity, is an essential measure of sound governance and a critical attribute of a well - functioning board.

Given the significant role of editorial and reviewing opportunities in scientists» career development, journals wanting to «increase diversity of reviewer populations... should increase gender, age and geographic diversity of their editorial boards.»

Given the significant role of editorial and reviewing opportunities in scientists» career development, journals wanting to «increase diversity of reviewer populations... should increase gender, age and geographic diversity of their editorial boards,» the authors note.