Editorial & Advertiser Disclosure Global Banking And Finance Review is an independent publisher which offers News, information, Analysis, Opinion, Press Releases, Reviews, Research reports covering various economies, industries, products, services and companies. The content available on globalbankingandfinance.com is sourced by a mixture of different methods which is not limited to content produced and supplied by various staff writers, journalists, freelancers, individuals, organizations, companies, PR agencies etc. The information available on this website is purely for educational and informational purposes only. We cannot guarantee the accuracy or applicability of any of the information provided at globalbankingandfinance.com with respect to your individual or personal circumstances. Please seek professional advice from a qualified professional before making any financial decisions. Globalbankingandfinance.com also links to various third party websites and we cannot guarantee the accuracy or applicability of the information provided by third party websites.
Links from various articles on our site to third party websites are a mixture of non-sponsored links and sponsored links. Only a very small fraction of the links which point to external websites are affiliate links. Some of the links which you may click on our website may link to various products and services from our partners who may compensate us if you buy a service or product or fill a form or install an app. This will not incur additional cost to you. For avoidance of any doubts and to make it easier, you may consider any links to external websites as sponsored links. Please note that some of the services or products which we talk about carry a high level of risk and may not be suitable for everyone. These may be complex services or products and we request the readers to consider this purely from an educational standpoint. The information provided on this website is general in nature. Global Banking & Finance Review expressly disclaims any liability without any limitation which may arise directly or indirectly from the use of such information.

GENDER DIVERSITY “BACK ON THE AGENDA” IN WAKE OF NEW RESEARCH

Britain’s biggest companies are once again making gender diversity a key business priority, according to a global talent mapping and pipelining company.

Rachel Davis, Deputy CEO of Armstrong Craven
Rachel Davis, Deputy CEO of Armstrong Craven

Armstrong Craven says research by Cranfield University revealing that less than 6 per cent of executive directors are women highlights just how much work remains to be done.

The need for action was further fuelled by the resignation of Saatchi & Saatchi chairman Kevin Roberts. Roberts had claimed that the gender diversity debate is “all over” and that women favour “circular ambition” over “vertical ambition”.

Research by Cranfield University, City University London and Queen Mary University of London found that just 5.6 per cent of executive directorships in the FTSE250 are filled by women.

Rachel Davis, Deputy CEO of Armstrong Craven, said: “We have seen a sudden spike in the number of enquiries we are seeing from leading companies aware that they still have a lot of work to do to improve the representation of women at senior levels within their organisations.

“There is no question the issue of gender diversity fell off the agenda when figures showed in 2015 that over 25 per cent of women on FTSE100 boards were women – up from 12.5 per cent in 2011.

“But the figures did not paint a true picture as the vast majority of the female roles were non-executive and often the same group of successful women were holding positions on a number of different boards.

“It is also the case that a large proportion of the female executive board roles are either HR director or Company Secretary rather than the full breadth of executive positions.

“The new figures for executive female boardroom roles are shockingly low. There are a great many talented women in leading organisations who are still just not being identified and given a route map to reach the boardroom table.”

Rachel added: “Until recently it appeared gender diversity had become a ‘nice to have’ policy that could take a back seat when other issues were more pressing, whereas now it appears to be firmly back on the agenda.

“To achieve true gender diversity is not a quick fix. It requires companies to invest in a strategic approach which combines identifying and developing internal talent while also mapping and pipelining talent externally, typically those already at board minus 1 and board minus 2 who would be ready to step into a board role over a defined period of time.”

Earlier this year, Sir Philip Hampton, Chair of GSK, was appointed chair of an independent group charged with improving gender diversity on boards.

He commented: “This means looking at the talent pipeline for female executives and emerging non-executive directors to ensure we create opportunities and the right conditions for women to succeed.”

Sir Philip’s work follows on from the Women on Boards Report by Lord Davies which set the target of 25 per cent of boards to be made up of women.