Gender diversity on boards pays dividends—but inequality persists
Evidence shows that diversity on boards boosts financial performance. So why are some firms still failing to reach gender targets?
Image: MJgraphics/Shutterstock
Some of the UK’s biggest companies stand accused of failing to reach gender board diversity targets in circumstances that could seriously damage both organisational reputations, and the opportunities offered by embracing different styles of leadership.
In 2016 the Hampton-Alexander Review, an independent, business-led framework supported by government recommendations, produced guidance on how FTSE 350 companies needed to improve the representation of women on their boards and in leadership positions.
The review set a minimum 33% target for women on FTSE 350 boards, alongside the two layers of leadership below the board—the executive
For thoughtful journalism, expert insights on corporate governance and an extensive library of reports, guides and tools to help boards and directors navigate the complexities of their roles, subscribe to Board Agenda
Related Stories
-
Should it be lonely to be a CEO?
It can be a solitary role being chief executive, but there is support available from the chairman, mentors and coaches.
-
New reporting rules on payment practices for large firms
Large UK companies will be obliged to reveal payment practices in a bid to increase transparency and help small business suppliers negotiate fairer terms.
-
From A to Zero: how to build a credible corporate net zero strategy
The target of net zero carbon emissions poses many challenges, particularly for companies with complex supply chains. But it also creates opportunities.
