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.
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.
Not exact matches
«In the financial industry, there's been a lot of debate, post — financial crisis, around different approaches to risk and
gender difference,» says Brenda Trenowden, global head of funds at ANZ Banking Group in London and a member of the steering committee of the 30 % Club, which works to get more women
on corporate
boards.
Ellis and partner Nikolay Djibankov use a strategy called
Gender Lens Investment, which targets companies with at least three women
on their
boards of directors, in the creation of a so - called «parity portfolio» for clients.
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.
Even when comparing the sexes with the same job title at the same company and using similar education and experience, the
gender pay gap persists across the
board: Men earned 2.4 percent more than women
on average, down slightly from last year, according to a study by salary - tracking website PayScale.
Going into 2017, 21
on the list had total
gender parity, and 42 company
boards had between 40 percent and 50 percent women.
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.
«There shouldn't be less than 40 % of either
gender on any
board.
By moving in the direction of having publicly traded companies have a policy that includes consideration of
gender representation
on boards and in senior management, we hope that they will really take that issue seriously, that they'll consider how they're finding people to be
on their
boards, how they're moving women through senior management roles and making them eligible for
boards appointments.
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.»
And many of the companies without policies said they choose to make appointments based
on merit, not
gender — despite mounting research that demonstrates a strong business case for more women
on boards.
«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.
«While women still make up less than 20 percent of U.S.
boards on average, movement toward greater
gender parity is evident with the proportion of new nominees that are women nearly doubling over the past seven years at larger firms,» Kamonjoh said in a statement.
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.
Other current fixations seem equally ready for their un-tipping point:
gender targets
on corporate
boards, anti-GMO food complaints, green energy - subsidies, and social licences for mining companies.
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 government - backed report from Lord Mervyn Davies, who has been championing
gender equality in the boardroom, shows that FTSE 100 companies have exceeded the target of having 25 % women
on their
boards — more than doubling the number in 2011 when the target was set.
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.
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 leadership.
The model can be used to examine the
gender diversity implications of four key governance decisions
on the composition of corporate
boards.
Companies that have more women
on their
boards and in their senior management teams aren't just opening doors to
gender equality.
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.
Aspect Ventures plans to be
gender - blind in its investments and hiring, but the two cite numerous statistics
on how companies with female executives and
board members tend to perform better.
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.
The new group aims to amplify and coordinate efforts to accelerate
gender parity
on boards and in executive positions, and contribute to...
The IGOPP policy paper recommends that Canadian companies strive for a minimum of 40 % representation of both
genders on their
boards.
As an organization committed to
gender balance
on our own
board of directors, we find the equal number of qualified men and women appointed to the cabinet to be both appropriate and prudent.
Following the announcement of a parliamentary committee to study electoral reform with a special emphasis
on gender equity and inclusiveness, a growing number of supporters have come
on board the campaign for proportional representation.
Sure, many things have changed in the show since the Carter administration (directors, staging,
gender swaps) and many terrific actors have tread the
boards of Victorian London (even NBA superstar Scottie Pippin graced the stage for a walk -
on!).
Just hours before the meeting began, the
board decided to table a vote
on a
gender policy aimed at making district school's more accommodating to transgender students.
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.
«More and more people are beginning to understand the
gender imbalance
on the City Council as a governing problem,» explained Elizabeth Crowley, 21 in» 21's
Board Chair and a former Council Member from Queens.
ALBANY — As Gov. Andrew Cuomo assails
gender imbalance
on corporate
boards, one state legislator is attempting to address a similar problem much closer to home.
The long - discussed issue of the Buffalo School District's
gender identity policy was voted
on at Wednesday night's meeting of the School
Board, and the meeting ended in celebration.
On Thursday, the City Council approved a bill requiring the Department of Small Business Services to survey and study the
gender, ethnic, and racial makeup of executive - level staff and
board members of companies that contract with the city.
The debate about whether transgender students should be allowed to use restrooms that align with their
gender identity is now before the Buffalo School
Board — and the group is getting fierce pressure from those
on both sides of the issue.Nearly 150 people turned out at Wednesday's meeting to have their say
on the proposed policy.It was a discussion marked by emotional com...
The debate about whether transgender students should be allowed to use restrooms that align with their
gender identity is now before the Buffalo School
Board — and the group is getting fierce pressure from those
on both sides of the issue.
The Santa Clara County Office of Women's Policy will be releasing data
on the
gender ratio of women
on county
boards and commissions.
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.
He promised to introduce
gender - equality legislation requiring an equal male / female representation in the Scottish Cabinet and
on the
boards of Scottish - based companies, and planned to appoint a Cabinet Minister for Women.
Her efforts needed to be particularity fierce, as she constantly was in the position of having to defend her masculinity against the sailors
on board, who became increasingly suspicious about her
gender.
She is a leader in efforts to improve access for girls and women to STEM education and careers, serving as the co-chair of the
Gender Advisory
Board of the United Nations Commission
on Science and Technology for Development.