Sentences with phrase «own board gender»

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

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

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

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.

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.

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.

Rather, the CCGG believes the current regulations should recommend the adoption of written board gender policies in the form of a corporate governance «best practices» guidelines.

The discussions around board gender diversity are not new.

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.

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.

Since women make up just 15.9 % of the board seats of Canada's 500 largest companies by revenue according to advocacy group Catalyst, investors looking to apply a gender - lens strategy may find better pickings south of the border.

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.

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.

«It's been happening across the board, by race, by age, by insurance status, by gender,» says Robin Cohen, the study's lead author.

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.

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.

All across the board — regardless of gender, minority status or political leaning — small - business owners wanted to hear the presidential hopefuls address the topics of small business (66.23 percent), the economy (59.10 percent) and tax policy (53.95 percent), first and foremost.

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.

«There shouldn't be less than 40 % of either gender on any board.

A preferable approach would be, for example, to have gender quotas for the recruitment process for board candidates.

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.

However, there is little doubt in my mind that a board that is diverse — in terms of experience, skills, gender, race, sexual orientation and other factors — is your best possible bet for management and shareholders.

«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 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.»

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.

Gender equality report by Mervyn Davies will set new target for FTSE 100 firms of 33 % female board members by 2020

Quebec's Liberal government adopted the requirement in 2011 that boards of state - owned enterprises include an equal number of women and men, thereby legislating «gender parity» for that group.

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.