A new study shows that diversity has flatlined in America’s largest companies.
Catalyst, a US-based think-tank, tracks the composition of supervisory boards, executive teams and high earners in Fortune 500 companies to give an annual snapshot of diversity progress in some of the world’s largest and best-known organisations.
A recent study by Washington-based Corporate Women Directors International shows the impact of quotas on increasing the diversity of company boards in Europe.
A new report from Ernst & Young, published this week, brings together a wide range of data and adds new insight into the potential of women in Africa to boost economic growth, increase levels of education and improve standards of governance in public life.
It is not the first time that the diversity debate has moved from the executive to the owners of the UK’s largest companies, but this week’s launch of an investor action group adds muscle to that discussion.
Irene Rosenfeld rises to head the Financial Times’ list of the top 50 women in world business in a year defined by her decision to split Kraft Foods into two separate entities.
Niall FitzGerald, former chief executive of Unilever and chairman of Thomson Reuters, spoke last week at Brandeis University’s International Business School, just outside of Boston, about the qualities of good, strong leaders.
Norway has the highest level of participation of women in the boardroom than any other country in the world, having introduced a 40 per cent quota in 2003. (The quota became mandatory in 2008.)
To an outsider Germany might seem like a place where women could easily fill high-powered positions, writes Rebeka Shaid. After all, the country is governed by chancellor Angela Merkel, who Forbes recently crowned “the world’s most powerful woman”. Yet last year the German Institute for Economic Research found that over 90 per cent of the nation’s top-100 companies did not appoint one single woman to an executive positions. How can this be?
As countries around the world set targets to increase the number of women directors in public companies, new research suggests that meeting those goals might be complicated by the fact that male and female board members do not agree on whether board diversity will improve a board’s performance.
According to the research, women and men on corporate boards disagree on the need for quotas and the reasons why fewer women are represented on boards, and whether or not a diverse board matters for good corporate governance.
The deadline laid down by Lord Davies of Abersoch’s panel for FTSE 250 companies to set out targets for achieving greater board diversity has just passed. The press release reporting on what has been achieved skirts round the central question of how many companies have yet to report targets, but it is, unsurprisingly, strong on the progress that has been made.