ANNUAL REPORT CARD - Canadian Board Diversity Council · In 2016, the number of board members with...

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2016ANNUAL REPORT CARD

In association with:

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ACKNOWLEDGEMENTSThank you to the Founding and Corporate Members of the Canadian Board Diversity Council who agree that organizations can improve their performance for the benefit of their customers, employees and shareholders by tapping into the entire talent pool for board of director appointments.

ACCENTURE

AGRIUM

ALBERTA SCHOOL OF BUSINESS

BC HYDRO

BCE

BMO FINANCIAL GROUP

BEEDIE SCHOOL OF BUSINESS

CAMECO

CANADIAN COUNCIL FOR ABORIGINAL BUSINESS

CANADIAN CENTRE FOR DIVERSITY AND INCLUSION

CANADIAN MORTGAGE AND HOUSING CORPORATION

CANADIAN PACIFIC

CIBC

CISCO CANADA

COAST CAPITAL SAVINGS CREDIT UNION

CROWE SOBERMAN LLP

DELOITTE

DESJARDINS

THE DIRECTORS COLLEGE

FEDEX EXPRESS CANADA

GOLDCORP

GLOBAL DIVERSITY EXCHANGE, TED ROGERS SCHOOL OF MANAGEMENT

HSBC BANK CANADA

IAMGOLD

INSTITUTE OF CORPORATE DIRECTORS

KPMG

LOBLAW COMPANIES AND SHOPPERS DRUG MART

MANULIFE FINANCIAL

MCCARTHY TÉTRAULT LLP

MILLER THOMSON LLP

NATIONAL BANK OF CANADA

NORTON ROSE FULBRIGHT LLP

POSTMEDIA NETWORK

POTASH CORP

PWC

REPSOL

ROTMAN SCHOOL OF MANAGEMENT

ROYAL BANK OF CANADA

SCOTIABANK

SHELL CANADA

SIONNA INVESTMENT MANAGERS

SUNCOR ENERGY

SUN LIFE FINANCIAL CANADA

TD BANK GROUP

TECK RESOURCES

TELUS

TORONTO HYDRO

VANCOUVER AIRPORT AUTHORITY

VIA RAIL CANADA

WOMEN IN CAPITAL MARKETS

WOMEN IN COMMUNICATIONS AND TECHNOLOGY

WOMEN’S EXECUTIVE NETWORK

www.boarddivers i ty.ca

Introduction 2

Vision 3

2016 Report Card Results 4

FP500 C-Suite Analysis 22

Diversity of TSX60 Boards 23

Appendix – Methodology 24

FP500 Survey 26

TSX60 Survey 28

Get on Board Governance Education Program 29

Diversity 50 31

Leadership 35

A Commitment to Diversity 38 and Inclusion

Corporate Membership 40

The correlation between board diversity and financial performance has driven shareholders and regulators to push for greater board diversity with increasingly strong actions. So far, Canadian firms have avoided some of the most stringent requirements (such as quotas) but there is now a clear expectation that the pace of change must increase. After a slight surge last year, we again find that the pace of change in the diversity of FP500 boards remains too low. We continue to see a significant lack of representation when it comes to diversity factors relating to personal characteristics such as visible minorities, aboriginal peoples and persons with disabilities. Slow progress is nevertheless progress. For the first time since 2001, not one major Canadian sector has less than one in ten directors who are women. It is encouraging to see that the majority of FP500 directors support OSC’s new disclosure requirements and feel as though it will drive corporate boards towards gender parity within the next 20 years. Directors must now take it upon themselves to go beyond traditional recruiting tactics – and work to drive significant change in the composition of their boards. The message that board diversity is a crucial item that both regulators and shareholders expect has been clearly delivered. It is up to directors to show that they are listening.

Dr. Michael BloomVP, Industry and Business StrategyThe Conference Board of Canada

CONTENTS “

”


Beginning in 2010, the Council was the first organization to set aspirational targets for Canadian boards: 20% by 2013 and 30% by 2018. Canadian governments and regulators then began to look seriously at the important role they could play to bring about more effective governance, educate investors and provide greater transparency. The Council and other stakeholders agree that the results of the “Comply or Explain” two year review released on September 28, 2016 show that “Comply or Explain” is not leading to meaningful disclosure and a consistent improved pace of change. We do applaud the Ontario Securities Commission (OSC) and the other securities regulators for following our recommendation to make this an annual review to drive action.

INTRODUCTION


VISION


The Council is calling on:

Provincial governments to ask securities regulators to look at ways to strengthen “Comply or Explain” Currently, non-venture issuers are not required to establish and disclose a written board diversity policy. We would like to see it as a requirement to establish and disclose a written board and executive officer diversity policy. This would entail (i) a short summary of its objectives and key provisions, (ii) the measures taken to ensure that the policy has been effectively implemented, (iii) annual and cumulative progress by the issuer in achieving the objectives of the policy, and (iv) whether and, if so, how the board or its nominating committee measures the effectiveness of the policy. In addition, non-venture issuers are currently not required to set and disclose aspirational targets for women at the executive officer and board levels and report on the annual and cumulative progress. We would like to see this as a requirement.

The federal government to take a leadership role through a Bill C-25 Amendment and a new Canada Business Corporations Act regulation Bill C-25 received First Reading on September 28, 2016. It contains amendments to the Canada Business Corporations Act. Two amendments will require the 270,000 federally incorporated corporations to disclose their diversity representation and diversity policies in respect of women in board and executive roles or explain why none are in place. They reflect the spirit of our recommendations made in our May 2014 Response to the Industry Canada Discussion Paper on the Act. We applaud the government for addressing gender diversity in Canada’s most important business corporations statute for the very first time. We request an amendment to section 172.1 to replace the words “senior management” with “executive officers.” This will make the section consistent with the current Canadian Securities Administrators Form 58-101FI Corporate Governance Disclosure. Second, we ask for a new regulation that requires disclosure of diversity representation defined as the number and proportion (in percentage terms) of directors and executive officers who are women.

Boards to create written board and executive officer diversity policy, aspirational targets and consider three diverse candidates for each open board seat to demonstrate quotas are not needed in Canada Our vision is for female representation on FP500 boards to reach 30% by 2018 without quotas. The Council’s made-in-Canada approach is grounded in collaboration between the Council, corporate directors, institutional investors, regulators, Glass Lewis, ISS and other advisory firms, media and others to incent, guide, monitor and reward those companies and their shareholders. Our goal is to create more diverse boards and executive teams in order to drive improved corporate governance and shareholder value. We note a growing sentiment that quotas may be necessary to bring about the desired change.

Our country celebrates its 150th anniversary of confederation in 2017. Yet the pace of change in respect of women in leadership roles in Canada continues to lag behind other countries. We have an opportunity to change this for the advancement of our country. We can do better. There are currently 4,637 FP500 board seats. Of these 500 boards, 82 have no female directors. Female representation on FP500 boards is 21.6%, or exactly 1,000 seats. Our Call to Action is 391 board appointments of women by 2018. We invite you to join us in this important journey.

Sherri Stevens Owner and CEOCanadian Board Diversity Council

44

2016 REPORT CARD RESULTS


Definition of Diversity The Canadian Board Diversity Council has established a definition of board diversity that expands the traditional definition of industry experience, management experience, education, functional area of expertise, geography and age to also include such factors as gender, ethnicity, Aboriginal status, disability and sexual orientation. Self-Reported Diversity: A Six-Year Comparison

There has been a decline in the number of directors who self-report to be a visible minority, down more than a third since 2015, returning to the average we have seen over the years. In 2016, the number of board members with disabilities has seen a slight increase. The number of Aboriginal FP500 directors has decreased from 1.3 percent in 2015 to 0.6 percent in 2016, the lowest reported level since 2010.

In 2016, the Canadian Board Diversity Council asked FP500 directors for the first time about their sexual orientation as a new factor of diversity. Among the FP500 director respondents, 2.1 percent identified as being part of the Lesbian, Gay, Bisexual, Transgender and Queer/Questioning (LGBTQ) community.

Self-Reported Diversity Self-Reported Language

In your personal opinion, how important is the issue of board diversity?

Do you feel that your board is diverse?

Self-Reported Age International Business Experience

Gap in Relative Importance of Diversity

15 Years of Comparative Summaries Gender Gap on the Support of Gender Targets

All Sectors (n=329)

22.5%

76.3%

1.2%

Finance andInsurance (n=82)

Utilities (n=24) Retail/Trade (n=35)

Manufacturing (n=22) Mining/Oil/Gas (n=43) All Other (n=123)

2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%

Does your board currently have term limits?

Does your board have a target for the percentage of directors that are women?

Do you believe that the new disclosure requirements will drive FP500 boards towards gender parity for directors?


Women in our personal networks

Survey Respondents Have a Higher Percentage of Women on the Board

Use of Personal Networks Consideration of Diversity in Personal NetworksMandate to Search Firms

In your personal opinion, should term limits be adopted?

Use of Search Firms

21.6%24.0%

27.6%

FP500 TSX60 TSX60 Respondents

Total BoardMembers (333)

All Men (72.4%)

Men + Aboriginal (1.2%)

Men + VisibleMinority (7.1%)

Men + LGBTQ(0.0%)

Men + Disability(0.8%)

Women + Visible Minority (4.3%)

Women +Aboriginal (0.0%)

Women + LGBTQ(0.0%)

Women + Disability (0.0%)

All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)

Manufacturing (n=22)

Retail/Trade (n=35)

Mining/Oil/Gas (n=42)

Utilities (n=24)

Finance and Insurance (n=81)

All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)

Mining/Oil/Gas(n=35)

Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%

Management Experience

Functional Area of Expertise

Industry Experience

Geography

Gender

International Experience

Education

Ethnicity

Visible Minorities

Aboriginal Peoples

People with Disabilities

Age 3.3

Substantial Diversity

Moderate Diversity

A Significant Lack of Diversity

4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ

People withdisabilities

5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%

2010 (n not available)

“n” means how many boards responded

2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%

Gujarati All otherlanguages

7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No

Overall Representation21.6%

19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas

Finance and Insurance

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know

No, we do not intendto write a diversity policy unless this becomes a legal obligation

No, but we are open to the possibility of adopting a diversity policy

77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%

Within 10 years(by 2026)




We will not see FP500 board parity in the next century

25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Of those who said “yes”:

50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%

Finance and Insurance (n=83) Utilities (n=24) Retail/Trade (n=35)

Mining/Oil/Gas (n=43) All Other (n=123)

2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)

Finance andInsurance(n=81)

Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes

No, but the board is open to the possibility of adopting term limits

No, the board does not intend to adopt term limits unless this becomes a legal obligation

All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%

More than 50percent women

0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget

Under no circumstances would I support a target for gender diversity of

our board

Men

Women

5







All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women


Linguistically, directors at FP500 corporations are largely homogenous, with 89.1 percent of director respondents speaking either English or French as their first language at home as children.

FP500 directors bring a significant amount of business expertise and experience to their role. More than half of director respondents are 60 and older. Just over ten percent of FP500 directors are less than 50 years of age.

Elio Luongo CEO & Senior Partner KPMG LLP

“

”

I’m very proud of the progress we have made towards building a diverse and inclusive culture at KPMG. Our unique experiences, perspectives and values that make up our teams will only make us better as a firm, both supporting our people and the clients we serve. We have accomplished a great deal but still have more work to do which is why we are committed to increasing diversity on our board and on our leadership teams.

Self-Reported Language (n=330) Which of the following reflects the first language you learned as a child and can still speak today?

Self-Reported Age (n=330)







All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women


The interconnectedness of global markets makes international business experience increasingly critical. It is a positive sign that the number of FP500 director respondents indicating that they have some international business experience has increased to nearly 70 percent in 2016 from 66 percent in 2015. Again this year, the Manufacturing sector, a sector that is highly integrated into global supply chains, has the highest rate of international experience.

Good governance and board diversity are inextricably linked. As corporate citizens we must all work harder to ensure that Canadian organizations are led by the most capable people who represent the diverse nature of our country. At Postmedia, we welcome and encourage people from many backgrounds, points of view and experiences to come together and contribute their best work for the benefit of our audiences and clients.

Paul GodfreyPresident & CEOPostmedia Network

“

”

International Business Experience Do you have international business experience (have you worked in a market outside of Canada at any point in your career)?







All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women








All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women

The slow pace of change for female directors on FP500 boards continues. Overall, women represent 21.6 percent of total seats, compared to 19.5 percent in 2015.

Women’s Representation on FP500 Boards: 15 Years of Comparative Summaries


Diversity of thought and experience is key to building a sustainable and innovative organization, and nowhere is this more critical than at the top level of governance. At Coast Capital Savings, we leverage our Board’s diverse and in-depth knowledge, as well as the diversity of our 1,600 staff and 532,000 members, to ensure we are achieving our purpose of improving the financial well-being of our communities and stakeholders.

Don Coulter President & CEO Coast Capital Savings

”

“

8

MaleDirectors

FemaleDirectors

TotalPercentage

MaleDirectors

PercentageFemale

Directors

Health Care and Social Assistance

32 15 47 68.1% 31.9%

Retail/Trade 254 106 360 70.6% 29.4%

Utilities 206 84 290 71.0% 29.0%

Accommodation and Food Services

87 34 121 71.9% 28.1%

Finance and Insurance 542 205 747 72.6% 27.4%

Administrative and Support and Waste Management and Remediation Services

22 8 30 73.3% 26.7%

Arts, Entertainment and Recreation

66 21 87 75.9% 24.1%

Manufacturing 619 185 804 77.0% 23.0%

Information 241 71 312 77.2% 22.8%

Transportation and Warehousing

162 44 206 78.6% 21.4%

Professional, Scientific, and Technical Services

50 13 63 79.4% 20.6%

Real Estate Rental and Leasing

96 23 119 80.7% 19.3%

Management of Companies and Enterprises

27 5 32 84.4% 15.6%

Wholesale/Distribution 221 34 255 86.7% 13.3%

Mining 814 123 937 86.9% 13.1%

Construction 75 11 86 87.2% 12.8%

Agriculture, Forestry, Fishing and Hunting

123 18 141 87.2% 12.8%

Overall 3637 1000 4637 78.4% 21.6%

All major sectors of the economy have seen growth in gender diversity. The percentage of women director seats in the Manufacturing sector has jumped to 23.0 percent. This represents an increase of 6.9 percentage points from 2015—this substantial upturn is the largest one-year increase since 2001.

FP500 Director Analysis


A Four-Year Flashback To gain a better perspective on the impact of the OSC’s new disclosure requirements on gender diversity and term limits, we examined some of the key facts from the 2012 Annual Report Card and compared them to the results from this year.

Our success as a global legal practice rests on our ability to leverage diversity. At Norton Rose Fulbright, we want diversity to be integrated in all our decisions as we work towards achieving our targets and objectives. This journey of continuous improvement is vital to the growth of our business, and I believe that fostering a culture of inclusion and accountability are essential to making progress. I am proud to support the Canadian Board Diversity Council in accelerating the diversity of Canadian boards.

Norman M. Steinberg, Ad.E.Chairman - CanadaNorton Rose Fulbright

“

”

2012Overall, only 14.4 percent of FP500 corporate directors are women.

2016Women represent 21.6 percent of total seats on FP500 corporate boards.

2012The Finance and Insurance sector has the highest number of female directors with 160 of the 686 director seats being held by women.

2016The Finance and Insurance sector has the highest number of female directors with 205 of the 747 director seats being held by women.

2012The sectors with less than 1 in 10 directors who are women include: • Real Estate Rental and Leasing;• Mining, Oil and Gas; • Agriculture, Forestry, Fishing and

Hunting;• Wholesale Trade;• Management of Companies and

Enterprises and Administrative and Support and Waste Management and Remediation Services.

2016For the first time since 2001, there are no sectors with less than 1 in 10 female directors.

=








All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women

Historical Comparison: FP500 director respondents who said “yes” their board is diverse

2010 2011 2012 2013 2014 2015 2016

62% 73% 68% 76% 74% 82% 76%

10


At Teck, we recognize that diversity is a critical driver of strong board governance, leading to informed and balanced decision making. Leveraging Canada’s broad variety of backgrounds and viewpoints helps organizations to perform better and makes our country stronger.

Don Lindsay President & CEOTeck Resources Limited

“

”

Most Directors Feel their Board is Diverse Just over three-quarters of director respondents report that they feel their board is diverse. Of note, this number has decreased 5.7 percentage points since 2015, perhaps reflecting a growing recognition that in many ways, FP500 boards struggle to achieve various elements of diversity. All sectors, apart from the Finance and Insurance sector, have seen a decline in confidence of directors in the notion that their board is diverse.

Despite being a lagging sector in terms of gender diversity, 81.4 percent of directors from the Mining/Oil/Gas sector feel that their board is diverse.








All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women

Historical Comparison: FP500 director respondents who said

diversity is “very” or “somewhat” important to them personally

2010 2011 2012 2013 2014 2015 2016

85% 87% 91% 93% 91% 96% 95%


Directors Overwhelmingly Report Diversity is Important to Them Once again, respondents report that the issue of board diversity is important to them. Overall, 95.2 percent of FP500 corporate board respondents say that board diversity is “very important” (54.2 percent) or “somewhat important” (41 percent).

A Difference in Opinion: Gender Gap on the Importance of Board Diversity We examined whether there is a gender difference when it comes to the perception of diversity. Female directors reported a significantly higher view on the importance of board diversity. Three-quarters of female directors report that diversity is “very important” to them, compared to 44.9 percent of male directors.







All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women







All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women







All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women

12 www.boarddivers i ty.ca12

Gap in Relative Importance of Diversity From the perspective of this board, how important would you say the issue of diversity is?Almost all FP500 director respondents say diversity is important to them personally (95.1 percent) and to their board (94.0 percent). Only 1.2 percent report that diversity is not at all important to them personally or to their board.

Directors continue to feel that diversity is more important to them than to their boards. The perception gap between individual directors and FP500 boards has not seen a significant shift since 2010.

Historical Comparison: Perception gap between FP500 boards and individual directors who report diversity

is “very important.”

2010 2011 2012 2013 2014 2015 2016

11% 12% 15% 11% 9% 10% 9%

The best business performance comes from leveraging diversity. To enable that within Shell, we believe it is essential to create an inclusive culture where everyone can thrive and we can develop and retain top talent. Changing culture takes sustained leadership and we are committed to the valuable work of Diversity 50.

Michael CrothersCountry Chair & VP North America UnconventionalsShell Canada

“

”







All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women


To what extent is your board diverse with regard to the following? 1 = Not Diverse and 5 = Very Diverse

Assessing Board Diversity In 2016, the Annual Report Card again probed the ways in which FP500 directors perceive their board’s diversity in relation to 12 distinct categories of diversity. The categories include five elements of diversity grounded in industry expertise and experience (industry experience, management experience, functional area of expertise, international experience, and education) and seven categories that identify diverse personal characteristics of board members (geography, age, ethnicity, gender, Aboriginal peoples, and people with a disability).

It is clear that diversity measured by experience, expertise and education on FP500 Boards is substantial. Across all sectors, the top four ranking elements in diversity relate to industry expertise and experience while the elements of diversity relating to personal characteristics ranked lowest.

There has been an increase in the number of FP500 directors reporting that there is a diversification in the category of international experience on their board.

As CBDC has consistently found, there is still a gap between diversity ratings for expertise and experience and ratings for personal characteristics diversity. In fact, when it comes to visible minorities, Aboriginal peoples and people with disabilities there is a significant lack of diversity, with little or no improvement in recent years.

These results highlight the importance of a robust definition of diversity in written policies. Without a definition that encompasses all 12 elements identified in CBDC’s definition, it is likely that directors will continue to focus on the areas of expertise and experience and fail to consider the impact of personal characteristics on boardroom diversity.







All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women


OSC’s Disclosure Requirements Are Not Having an Appreciable Impact on the Number of Boards with Written Diversity Policies Has this board adopted a written diversity policy? Despite the Ontario Securities Commission (OSC) introducing new disclosure requirements, there has been a slight decrease in the number of directors who have reported having written diversity policies. In 2016, only 46.4 percent of FP500 director respondents have reported having a written diversity policy, down from 49 percent in 2015. Nearly half of director respondents in the Mining/Oil/Gas sector, a lagging sector in terms of gender diversity, have reported that their board has adopted a written diversity policy. Among those surveyed, 74.5 percent of FP500 directors have reported they feel that a written diversity policy sets effective targets and guidelines to significantly increase the diversity of the board and senior executive team.

A Difference in Opinion: Gender Gap on the Effectiveness of Diversity Policies Do you feel that the written diversity policy sets effective targets and guidelines to significantly increase the diversity of the board and senior executive team?

Historical Comparison: FP500 director respondents who report their board has a formal diversity policy

2010 2011 2012 2013 2014 2015 2016

16% 22% 18% 21% 25% 49% 46%







All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women







All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women


Willingness to Adopt Written Diversity Policies is Increasing Do you personally feel that this board should develop and adopt a written diversity policy? (among those who do not have a diversity policy)In 2016, 40.3 percent of directors whose boards do not have a written diversity policy are in favour of introducing one. This represents a five percentage point increase from 2015. Directors from the Utilities sector, a leading sector with regard to gender diversity, reported the highest level of support for the creation of written diversity policies for boards that do not already have a policy in place.

Historical Comparison: FP500 director respondents without a written diversity policy that believe their

board should develop one.

2010 2011 2012 2013 2014 2015 2016

21% 22% 17% 26% 26% 35% 40%







All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women

Diversity doesn’t just help the bottom line, it drives it. The formula is simple – a diverse and inclusive workforce and board makes a company successful. To be competitive in today’s business environment, it is critical that your organization reflects the very communities where you do business. Embracing diversity and inclusion in our everyday practices has enabled FedEx to connect people with possibilities across Canada and around the world.

Lisa Lisson PresidentFedEx Express Canada

“

”



In your personal opinion, should term limits be adopted? (among those who do not have a term limits)







All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women







All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women

FP500 Directors Believe That the Adoption of Term Limits Will Increase Boardroom Diversity In your personal opinion, do you believe that the adoption of term limits will increase the diversity of FP500 boards?Nearly half of director respondents (47.7 percent) believe that term limits will contribute towards a greater representation of diversity in the boardroom. This is very similar to the number of directors who reported that their board currently has term limits in place (45.8 percent). Of those who have reported not having term limits, 25.1 percent have expressed that they believe term limits should be adopted in their board.

Diversity is at the core of Goldcorp’s success. We value our people and strive to represent the communities in which we operate. We recognize the benefits of different perspectives on our Board of Directors and we are proud to support the Canadian Board Diversity Council’s Diversity 50 initiative.

David Garofalo,President & CEOGoldCorp

“

”


FP500 Boards Are Introducing Their Own Targets for Gender Diversity Nearly 40 percent of FP500 director respondents reported that their board has a target percentage for women directors. The average gender target of those who reported having specific goals is 38 percent. Among those who have reported that their board does not have specific gender targets, 35 percent would personally support a target of either 33 percent or 50 percent. Nearly a quarter of director respondents would not support any target. Does your board have a target for the percentage of directors that are women?







All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women

A Difference in Opinion: Gender Gap on the Support of Gender Targets [Since your board does not currently have specific gender targets], what target would you support?Self-Reported Diversity Self-Reported Language






All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women


Nearly Half of Directors believe that FP500 Boards Will Achieve Gender Parity within 20 Years An implied goal of the OSC’s disclosure requirements is to increase the pace of change in the number of female directors serving Canadian publicly-traded companies. The Canadian Board Diversity Council has included a number of questions to assess director perspectives on these requirements and the impact they are expected to

have on gender diversity. The results of these questions show that directors report significant optimism towards the achievement of gender parity. More than half (56 percent) of directors feel these new disclosure requirements will drive FP500 boards towards gender parity. What’s more, 78.6 percent of directors believe parity will be achieved by 2036. If parity is to be achieved by this time, annual increases of women directors will need to significantly increase in the coming years.


When do you believe FP500 boards will achieve gender parity? (All Sectors n = 317)







All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women







All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women


Use of Search Firms Does your board use the services of a search firm when it comes to board member recruitment? More than two-thirds of board member respondents indicate that their board uses the services of a search firm to aid in director recruitment “always” or “sometimes.”

Mandate to Search Firms There has been a decrease in the number of the FP500 organizations who use the services of a director search firm and include diversity criteria as part of the mandate to the search firm “always” or “sometimes” with 71.3 percent in 2016 compared to 75 percent in 2015. The Retail/Trade sector was least likely to include a diversity mandate when they engage a search firm. Does the board’s mandate to the search firm direct that the short list of potential directors must include qualified and diverse individuals in terms of gender and/or visible minority and/or Aboriginal background? (among those whose boards retain search firms)







All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women







All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women


Use of Personal Networks When recruiting new directors, do board members tap into their personal networks to identify qualified candidates? When seeking to recruit new members to the boards of FP500 organizations, 9 in 10 directors tap into their personal network. More than three-quarters (78 percent) of director respondents report that diversity in terms of gender, ethnicity and/or Aboriginal background is a prime consideration when recruiting new directors.

Consideration of Diversity in Personal Networks Is diversity in terms of gender, visible minority and/or Aboriginal background a prime consideration when tapping into personal networks? (among those who tap into their personal networks)

Historical Comparison: FP500 director respondents who report that diversity in terms of gender, ethnicity and/or

Aboriginal background is “always” or “sometimes” a prime consideration when tapping into personal networks

2011 2012 2013 2014 2015 2016

83% 80% 77% 83% 80% 78%







All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women







All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women


Women in our personal networks Respondents indicated that they knew at least 1,342 qualified, board-ready women. If FP500 boards were to appoint this many board seats to women, it would represent more than a doubling of the number of women directors and would result in gender parity. How many women in your personal network do you believe would be a good fit to serve on a FP500 board? (All Sectors n=332)







All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

20162015201420132012201120092007200520032001

All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women

Two-Thirds of the FP500 Directors Believe They Don’t Face any Barriers to Increasing Board Diversity Two-thirds of FP500 director respondents have reported that their board is not facing any impediments with regard to creating a more diverse boardroom. Those who did acknowledge that their board was facing barriers identified that one of the largest impediments to greater diversity is inability to identify a diverse candidate pool when recruiting new directors.

Top barriers for FP500 boards, in order, to adding more women on the board:1. The level of gender diversity is

already adequate2. Gender targets are unduly

restrictive or would reduce flexibility

3. The board prefers other formal initiatives for women instead of specific targets

Top barriers for FP500 boards, in order, to becoming more diverse:

1. There is difficulty identifying a diverse candidate pool

2. The board is actively seeking diverse candidates—but there are insufficient numbers of qualified diverse candidates to fill positions on the board

3. The board does not want to invest resources (such as time and money) into changing its current composition in order to include more board diversity

Top barriers for FP500 boards, in order, to implementing term limits:

1. Term limits would not be effective2. Term limits are not in the issuer’s

or shareholders’ best interest3. Term limits may negatively impact

the constructive dynamic amongst board members. Bringing in a new member based on term limits will be disruptive


Male Executives

Female Executives

TotalPercentage

Male Executives

Percentage Female

Executives

Health Care and Social Assistance

30 12 42 71.4% 28.6%

Finance and Insurance 457 182 639 71.5% 28.5%

Arts, Entertainment and Recreation

59 22 81 72.8% 27.2%

Transportation and Warehousing

152 50 202 75.2% 24.8%

Real Estate Rental and Leasing

76 24 100 76.0% 24.0%

Retail/Trade 261 82 343 76.1% 23.9%

Professional, Scientific, and Technical Services

90 28 118 76.3% 23.7%

Utilities 175 53 228 76.8% 23.2%

Information 219 49 268 81.7% 18.3%

Manufacturing 503 111 614 81.9% 18.1%

Accommodation and Food Services

100 21 121 82.6% 17.4%

Administrative and Support and Waste Management and Remediation Services

22 4 26 84.6% 15.4%

Agriculture, Forestry, Fishing and Hunting

118 16 134 88.1% 11.9%

Mining 754 99 853 88.4% 11.6%

Management of Companies and Enterprises

8 1 9 88.9% 11.1%

Wholesale/Distribution 175 20 195 89.7% 10.3%

Construction 138 14 152 90.8% 9.2%

Overall 3337 788 4125 80.9% 19.1%

In May 2016, CBDC began collecting data with regard to executive management teams for FP500 organizations in Canada. These are the top executives that oversee the day-to-day operations of the organizations under study.

Our analysis shows that the gap in women’s representation in senior executive roles is greater than the gap on FP500 boards. If significant progress is to be made, female directors will need to be drawn from outside of the current FP500 C-suite.

FP500 C-SUITE ANALYSIS

At Sun Life Financial, we know our success depends on supporting and embracing diversity across our workforce, with our clients and in the communities we serve. By strengthening inclusiveness in our high-performance culture, we expect to increase our agility, creativity and ability to compete in a complex and global environment.

Kevin Dougherty President Sun Life Financial Canada

“

”


In 2016, the Canadian Board Diversity Council once again conducted a special analysis of the diversity on the boards of directors of the TSX60. The TSX60 is a stock market index of the 60 largest companies listed on the Toronto Stock Exchange (TSX) as measured by market capitalization. A survey was sent to the corporate secretaries of all TSX60 companies asking them to confirm the composition of their board and its diversity with regard to members who are women, Aboriginal peoples, visible minorities, people with disabilities and people who identify as LGBTQ. Twenty-eight out of the TSX60—a little under half of the companies—

responded to the survey. With these results, we were able to provide a much more in-depth picture of the diversity on these boards.

The boards of TSX60 companies have 688 seats on them. Women represent 24 percent of TSX60 directors (165).The 28 TSX60 companies that chose to participate in the CBDC’s survey had a higher percentage of women directors with 27.6 percent of the 333 board seats being held by women directors (92). This is a higher share of the directorships than the average for the TSX60 and the FP500.

Despite the higher than average rates of women directors, there remains a considerable lack of diversity on TSX60 survey respondent boards. There are only 21 visible minority directors, (4 of whom are women), 3 Aboriginal directors and 2 persons with disabilities among the 28 companies who completed the survey. Of the 28 companies that responded to the survey, not one respondent indicated that they had a board member who was Lesbian, Gay, Bisexual, Transgender or Queer/Questioning (LGBTQ). Nearly 80 percent of the TSX60 survey respondents (22 out of 28) said they do not track that element of diversity on the Board. TSX60 respondents are far more likely to have adopted written diversity policies. Eighty-six percent of total

respondents reported that their board has adopted written diversity policy. A large majority of the 28 companies have also indicated that their board has a documented definition of elements of diversity it values for the board. The most commonly-seen elements of diversity that have been defined include gender, geography and expertise. More than half of the TSX60 respondents (16 companies) said that their board takes an active interest in the diversity of the talent pipeline for senior executives annually. Nearly half (46.4 percent) of TSX60 companies that responded to the survey, indicated that their board has introduced term limits. The average number of years a board director may serve is 13 years.


TSX60 Respondent Director Profile (n=28)

DIVERSITY OF TSX60 BOARDS







All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

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20162015201420132012201120092007200520032001

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All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women







All Sectors (n=329)

22.5%

76.3%

1.2%




2.3% 2.4%

Yes

No

Don’t know

82.9%

17.1%

79.2%

20.8% 28.6%

71.4%

86.4%

13.6%

81.4%

16.3%

69.1%

28.5%

6%









Use of Search Firms

21.6%24.0%

27.6%



All Men (72.4%)



Men + LGBTQ(0.0%)




Women + LGBTQ(0.0%)


All Women (27.6%)

Always

Sometimes

Never

Not sure

All Sectors (n=323)


Retail/Trade (n=35)


Utilities (n=24)


All Other (n=119)

22.9% 46.4% 20.8% 9.9%

35.8% 42.0% 13.6% 8.6%

14.3% 40.0% 40.0% 5.7%

16.7% 41.7% 20.8% 20.8%

28.6% 54.8% 9.5%7.1%

22.7% 36.4% 18.2% 22.7%

16.0% 51.3% 24.4% 8.3%

Always

Sometimes

Never

Not sure

All Sectors (n=223)


Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

42.2% 29.1% 4.9% 23.8%

46.0% 28.6% 25.4%

27.8% 44.4% 5.6% 22.2%

71.4% 21.4% 7.2%

40.0% 31.4% 11.4% 17.1%

38.5% 38.5% 7.7% 15.4%

38.8% 25.0% 6.3% 30.0%

Always

Sometimes

Never

Not sure

All Sectors (n=223)

Manufacturing(n=13)

Retail/Trade (n=18)


Utilities (n=14)


All Other (n=80)

38.5% 50.6% 5.3% 5.6%

28.4% 56.8% 8.6% 6.2%

44.1% 52.9% 3.0%

29.2% 54.2% 8.3% 8.3%

40.5% 57.1% 2.4%

59.1% 31.8% 9.1%

41.2% 46.2% 6.7% 5.9%

Always

Sometimes

Never

Not sure

All Sectors (n=287)

Manufacturing(n=20)

Retail/Trade (n=33)


Utilities (n=20)


All Other (n=104)

21.3% 57.1% 6.6% 15.0%

23.2% 56.5% 4.3% 16.0%

12.1% 60.6% 6.1% 21.2%

45.0% 50.0% 5.0%

19.5% 61.0% 7.3% 12.2%

20.0% 20.0%50.0% 10.0%

19.2% 57.7% 8.7% 14.4%

1.2% 1.2%

Board Individual

Gap9%

48.8%40.9%

45.2%

4.8% 3.7%

54.2%



Industry Experience

Geography

Gender


Education

Ethnicity

Visible Minorities

Aboriginal Peoples


Age 3.3


Moderate Diversity


4.2

4.2

4.1

4.0

3.6

3.5

3.5

2.2

1.6

1.2

1.2

1.2%

54.2%41.0%

All Sectors (n=330)

3.6%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Visible minorities

Aboriginal peoples

LGBTQ


5.3%

4.6%

3.4%

2.0%

7.3%

4.5%

2.9%

2.7%

2.1%

1.4%

1.3%

1.8%

0.8%

1.1%

1.3%

0.8%

1.3%

0.6%

2.1%



2012 (n=262)

2013 (n=377)

2014 (n=355)

2015 (n=382)

2016 (n=330)

Under 30 30-34 40-4435-39 45-49 50-54 55-59 60-64 65-69 70 or older

0.3% 0.3%

3.0%

0.9%

6.1%

10.3%

24.2%24.9%

16.7%

13.3%

English

71.8%

French

17.3%

Italian

1.8%

German

0.9% 0.9%


7.3%

89.1%

All Sectors(n=330)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=123)

69.7% 69.9%66.3%

66.7%

90.9%79.1%

54.3%

30.3% 30.1%33.7% 33.3%

9.1%

20.9%

45.7%

Yes No


19.5%17.1%

15.6%14.4%14.6%

13.7%12.9%

11.7%11.7%

10.9%

27.4%27.0%

24.0%23.3%

22.7%19.6%

18.2%16.9%

16.6%16.0%

15.7%

29.4%26.7%

23.5%22.0%

19.5%18.5%

17.6%18.0%

15.9%17.8%

13.8%

23.0%16.1%

14.0%13.3%13.2%

9.7%8.9%

8.0%7.4%

7.0%6.4%

13.1%12.2%

9.7%9.0%

7.7%6.6%

5.9%5.9%

4.7%5.3%

4.1%

29.0%27.1%27.1%

22.8%20.7%

21.7%21.7%

18.8%14.6%

14.1%15.1%

Utilities

Retail/Trade

Manufacturing

Mining/Oil/Gas


20162015201420132012201120092007200520032001

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All Sectors(n=330)

Manufacturing(n=22)

Retail/Trade(n=35)


Utilities(n=24)


All Other(n=123)

46.4% 35.5% 4.5% 13.6%

67.5% 18.1% 2.4% 12.0%

31.4% 51.4% 2.9% 14.3%

54.2% 20.8% 25.0%

46.5% 32.6% 4.7% 16.2%

59.1% 18.2% 9.1% 13.6%

32.5% 49.6% 6.5% 11.4%

Yes

Don’t know



77.7%

12.6%

9.7%

Yes

No

Don’t know

Yes

No

Don’t know

Men (n=103)

68.0%

28.0%

4.0%

Women (n=50)

All sectors (n=176)

Utilities (n=11)



Manufacturing (n=9)

Retail/Trade (n=24)

All Other (n=83)

Yes No Don’t Know

40.3% 38.6% 21.1%

30.4% 52.2% 17.4%

54.5% 18.2% 27.3%

51.9% 18.5% 29.6%

22.2% 22.2%55.6%

50.0% 41.7% 8.3%

36.1% 42.2% 21.7%

34.1%

44.5%

15.1%

1.3%5.0%






25.1%

74.9%

All Sectors(n=175)

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant


50.7%67.6%

56.0%

20.6%

23.4%

All Sectors (n=325)

Yes

No

Don’t know

0-1 2-3 4-5 6 or more

2.8%

30.1%

23.0%

44.1%



2.3%4.7%

1.2%

0.8%6.5%

67.5%

31.3%

70.8%

29.2%

57.1%

42.9%


4.5%

40.9%

45.5%

9.1%

51.2%41.8% 48.0%44.7%

All Sectors (n=330)

1.8% 1.0%

Men Women

44.9%

74.3%

48.4%

4.9%24.7%

Veryimportant

Somewhatimportant

Not reallyimportant

Not at allimportant

Yes

No

All Sectors(n=323)


Utilities(n=24)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=119)

45.8%40.3%

69.1%58.3%

27.3% 23.8%

40.0%

25.1%

29.1%34.5%

25.2%

13.6%

17.3%

29.2%

12.5%

45.5%

27.2% 38.1%

38.1%

31.4%

28.6%

Yes



All Sectors(n=325)


Utilities(n=34)

Retail/Trade(n=35)

Manufacturing(n=22)


All Other(n=120)

37.8%26.7%

58.5%62.5%

40.9%

16.7%

34.3%

62.2%

73.3%

41.5% 37.5%

59.1%

83.3%

65.7%

Yes

No

Less than25 percent

women

2.1%

25 percentwomen

8.2%

3.7%

33 percentwomen

11.6%

33.3%


0.7%

5.6%

36.3%

18.5%

26.7%

13.0%

50 percentwomen

14.4%

25.9%

No specifictarget


our board

Men

Women


The Conference Board of Canada undertook the survey on behalf of the Canadian Board Diversity Council. The survey was distributed in July 2016 to 4,637 Corporate Board Chairs and Directors. An individual serving as a director of two Boards received two surveys. Participants completed the survey online via a secure, password-protected survey website. The survey was available for completion in English and French.

Top 500 OrganizationsThe Canadian Board Diversity Council sent electronic surveys to corporate secretaries, board chairs and directors who serve on the boards of Canada’s 500 largest organizations as measured by revenue and reported by the Financial Post. The organizations include publicly-listed corporations, public sector corporations, privately held corporations, co-operatives and Canadian subsidiaries of foreign-owned corporations.

The CBDC builds its list of directors through public data filed with the Canadian Securities Administrators through SEDAR for public companies. CBDC’s methodology for the 2016 FP500 survey included the following:

• All Canadian organizations (Public/Private/Crown Corporations)

• FP500 organizations operating in Canada, with an International board of directors

• Subsidiaries of other FP500 organizations located in Canada

• All International organizations (Public/Private)• Canadian Subsidiaries of International organizations:

Canadian board + Executives (if applicable) Parent company board + Executives – hybrid if necessary = Canadian Executives + Parent board (if no Canadian board)

Excluded:• Canadian Subsidiaries with no Canadian boards and

who’s parent board is already included in FP500 directly: – Both organizations on FP500 listing – Both organizations subsidiaries – Both organizations use same board – Included parent board once for organization

The survey was completed by 330 FP500 board members in July/August 2016. This is a robust sample of FP500 directors and results are accurate within +/-5.20% at a 95 percent confidence level. Respondents come from 117 of the FP500 companies. In addition, the FP500 Industry Codes were used

to match companies against the North American Industrial Classification System (NAICS).

TSX60 Survey The Conference Board of Canada undertook the TSX60 survey on behalf of the Canadian Board Diversity Council. The survey was distributed in July 2016 to the Corporate Secretaries of the TSX60 organizations. Participants completed the survey online via a secure, password-protected survey website. The survey was available for completion in English and French. The survey was completed by 28 corporate secretaries representing boards of FP500 organizations from July to September 2016.

C-Suite In May 2016, CBDC began collecting data in regard to Executive Management Teams for FP500 organizations in Canada. These are the top executives that oversee the day-to-day operations of the organizations under study. Our definition of C-Suite is derived from the definition of the Ontario Securities Commision: C, for chief, as in chief executive officer, chief operating officer and chief information officer. Also called “C-level executives.” Method for collecting executive teams:1. All listed executives in Annual Report or Website

“Executive/Leadership/Management Team.”2. Executives with “Chief” in their title.3. Top 4 or 5 executives.4. All executives on same level as C-Suite peer i.e. EVP &

CFO + All other EVP’s – Executive Vice President’s are within the C-Suite.

About The Conference Board of CanadaWe are:• The foremost independent, not-for-profit applied

research organization in Canada.• Objective and non-partisan. We do not lobby for specific

interests.• Funded exclusively through the fees we charge for

services to the private and public sectors.• Experts in running conferences but also at conducting,

publishing and disseminating research, helping people network, developing individual leadership skills, and building organizational capacity.

• Specialists in economic trends, as well as organizational performance and public policy issues.

• Not a government department or agency, although we are often hired to provide services for all levels of government.

APPENDIX—METHODOLOGY


• Independent from, but affiliated with, The Conference Board, Inc. of New York, which serves nearly 2,000 companies in 60 nations and has offices in Brussels and Hong Kong.

The 2016 Annual Report Card results were prepared by Amanda Lee Daoust and Michael Bassett from the Conference Board of Canada. We would like to thank Monica Cardona, Paul-Emile McNab, Daniel Mohammed, and Samantha Morton for their contributions to this research.

Contact Information:

Michael Bassett Associate Director, Governance, Compliance and Risk E-mail: [email protected] Conference Board of Canada255 Smyth RdOttawa, ON K1H 8M7Tel.: 613-526-3090 ext.253 Fax: 613-526-4857

Bill DowneCEOBMO Financial Group

“”

When it comes to board diversity, companies need to keep the issue in the foreground and make it a permanent part of the agenda. We thank CBDC for calling attention to what can be achieved when we are deliberate in our thinking.



Demographic Questions To better understand the diversity of those responding to our survey, please answer the following questions with honesty. Remember, your personal information is kept strictly confidential and is the utmost importance to us.

1. Are you Male or female? q Male q Female

2. In which of the following ranges does your age fall? q Under 30 q 30-34 q 35-39 q 40-44 q 45-49 q 50-54 q 55-59 q 60-64 q 65-69 q 70 or older

3. Are you an Aboriginal person? (This refers to a person who is a North American Indian or a member of a First Nation, Métis or Inuit. North American Indians or members of a First Nation include treaty, status or registered Indians, as well as non-status and non-registered Indians.) q Yes q No

4. Are you a member of a visible minority group? (In Canada, a member of a visible minority is a person, other than an Aboriginal or First Nations person, who is non-Caucasian in race or non-white in colour, regardless of birthplace.) q Yes q No

5. Are you a person with a disability? (‘Persons with disabilities’ refers to those who have long-term or recurring physical, mental, sensory, psychiatric or learning impairment(s).) q Yes q No

6. Do you identify yourself as part of the LGBTQ community? (LGBTQ is an acronym that stands for Lesbian, Gay, Bisexual, Transgender and Queer/Questioning.) q Yes q No

7. Which of the following reflects the first language you learned as a child and can still speak today? q English q French q Arabic q Chinese q Italian q Portuguese q Punjabi q Spanish q Other (please specify)

8. Do you have international business experience (have you worked in a market outside of Canada at any point in your career)? q Yes q No

Diversity in the Boardroom For the remainder of the survey, when we mention “diversity” or “diverse” we are referring to the representation of women, Aboriginal peoples including First Nations, Inuit and Métis, visible minority groups, persons with disabilities and members of the LGBTQ community.

9. In your personal opinion, how important is the issue of board diversity? q Very important q Somewhat important q Not really important q Not at all important

10. From the perspective of this board, how important would you say the issue of board diversity is? q Very important q Somewhat important q Not really important q Not at all important

11. Has this board adopted a written diversity policy? q Yes q No, but we are open to the possibility of adopting a diversity policy q No, we do not intend to write a diversity policy unless this becomes a legal obligation q Don’t know

11a. Since you answered “Yes” to question 11, do you feel that the written diversity policy sets effective targets and guidelines to significantly increase the diversity of the board and senior executive team? q Yes q No q Don’t know

11b. Since you answered “No” or “Don’t know” to question 11, do you personally feel that this board should develop and adopt a written diversity policy? q Yes q No q Don’t know

12. Since you have a written diversity policy, does it include specific provisions for the nomination of the following: Women directors; Women in executive officer roles; Visible minorities; Aboriginal peoples; Persons with disabilities q Yes q No q Don’t know

13. Do you feel that your board is diverse? q Yes q No q Don’t know

14. To what extent is your board diverse with regard to: Industry experience; Management experience; Functional area of expertise; International experience; Education; Geography; Age; Ethnicity; Gender; Visible minorities; Aboriginal peoples; Persons with disabilities q Not Diverse q Slightly Diverse q Moderately Diverse q Diverse q Very Diverse

15. Some boards tell us they face barriers with regard to creating a more diverse boardroom. In your opinion, what barriers is your board facing when it comes to women, diversity in general or term limits? Please indicate whether you agree or disagree with the following statements. With regard to women on the board: Adding more female board members is not in the company’s or shareholders’ best interest; Gender targets are unduly restrictive or would reduce flexibility; The board prefers other formal initiatives for women; The level of gender diversity is already adequate q Agree q Disagree q Don’t know

CBDC 2016 ANNUAL REPORT CARD SURVEY


With regard to diversity in general on the board: There is difficulty identifying a diverse candidate pool; There is no interest among directors in changing the current board composition to create a position for a diverse candidate; Diversity among board members is not seen as important, it is not believed to add value to the board; The board is actively seeking diverse candidates—but there are insufficient numbers of qualified diverse candidates to fill positions on the board; The board does not want to invest resources (such as time and money) into changing its current composition in order to include more board diversity; The Chair does not want to invest resources in recruiting diverse directors; The board is not facing any impediments in regard to creating a more diverse boardroom q Agree q Disagree q Don’t know With regard to term limits: Term limits would not be effective; The board has Infrequent director or executive officer turnover; Term limits are not in the issuer’s or shareholders’ best interest; The board or executive office group is too small for term limits; Term limits may negatively impact the constructive dynamic amongst board members. Bringing in a new member based on term limits wil be disruptive q Agree q Disagree q Don’t know

Women on Boards In 2014, the Canadian Board Diversity Council calculated FP500 boards will not achieve gender parity before 2083 based on the rate of change since 2001. In 2015, the rate of female directors on the board surged following the introduction of the new “comply or explain” disclosure requirements. If the increased rate of change seen in 2015 persists, FP500 boards could achieve gender parity by 2028.

16. Do you believe that the new disclosure requirements will drive FP500 boards toward gender parity for directors? q Yes q No q Don’t know

17. When do you believe FP500 boards will achieve gender parity? q Within 10 years (by 2026) q Within 20 years (by 2036) q Within 30 years (by 2046) q Within 50 years (by 2066) q Within 75 years (by 2091) q We will not see FP500 board parity in the next century

18. Does your board have a target for the percentage of directors that are women? q Yes q No

18a. Since you answered “Yes” to question 18, what is the target? q Less than 25 percent women q 25 percent women q 33 percent women q 50 percent women q More than 50 percent women q Other : ______

18b. Since you answered “No” to question 18, what target would you support? q Less than 25 percent women q 25 percent women q 33 percent women q 50 percent women q More than 50 percent women q Other : ______ q Under no circumstances would I support a target for the gender diversity of our board

Term Limits19. In your personal opinion, do you believe that the

adoption of term limits will increase the diversity of FP500 boards? q Yes q No

20. Does your board currently have term limits? q Yes q No, but the board is open to the possibility of adopting term limits q No, the board does not intend to adopt term limits unless this becomes a legal obligation

20a. Since you answered that your board does not have term limits, in your personal opinion, should term limits be adopted? q Yes q No

Board Recruitment21. Does your board use the services of a search firm when it

comes to board member recruitment? q Always q Sometimes q Never q Not sure

22. Does the board’s mandate to the search firm direct that the short list of potential directors must include qualified and diverse individuals in terms of gender and/or visible minority and/or Aboriginal background? q Always q Sometimes q Never q Not sure

23. When recruiting new directors, do board members tap into their personal networks to identify qualified candidates? q Always q Sometimes q Never q Not sure

24. Is diversity in terms of gender, visible minority and/or Aboriginal background a prime consideration when tapping into personal networks? q Always q Sometimes q Never q Not sure

25. How many women in your personal network do you believe would be a good fit to serve on a FP500 board? q 0-1 q 2-3 q 4-5 q More than 6

We are inviting you to provide us with your email address to allow us to send you the Canadian Board Diversity Council’s Annual Report Card. If you provide your email address, we will also send a link to complete future iterations of this survey online.

Please provide your email address _________________________________________

Thank you very much for your participation!


TSX60 CORPORATE SECRETARY SURVEY 1. How many members are on your board? Please indicate

the number. _______________________

2. How many members of the board are men? Please indicate the number. _______________________

2a) Of the men on the board, how many are also Aboriginal peoples? (This refers to a person who is a North American Indian or a member of a First Nation, Métis or Inuit. North American Indians or members of a First Nation include treaty, status or registered Indians, as well as non-status and non-registered Indians.) _______________________ q We don’t track this element of diversity

2b) Of the men on the board, how many are also a member of a visible minority group? (In Canada, a member of a visible minority is a person, other than an Aboriginal or First Nations person, who is non-Caucasian in race or non-white in colour, regardless of birthplace.) _______________________ q We don’t track this element of diversity

2c) Of the men on the board, how many are also persons with disabilities? (‘Persons with disabilities’ refers to those who have long-term or recurring physical, mental, sensory, psychiatric or learning impairment(s).) _______________________ q We don’t track this element of diversity

2d) Of the men on the board, how many are members of the LGBTQ community? (LGBTQ is an acronym that stands for Lesbian, Gay, Bisexual, Transgender and Queer/Questioning.) _______________________

3. How many members of the board are women? Please indicate the number. _______________________

3a) Of the women on the board, how many are also Aboriginal peoples? _______________________ q We don’t track this element of diversity

3b) Of the women on the board, how many are also a member of a visible minority group? ________________ q We don’t track this element of diversity

3c) Of the women on the board, how many are also persons with disabilities? _______________________ q We don’t track this element of diversity

3d) Of the women on the board, how many are members of the LGBTQ community? _______________________

4. The Canadian Board Diversity Council considers diverse individuals to include women, visible minorities, Aboriginal peoples, persons with disability and members of the LGBTQ community. Given this definition, is the

current Chair of your board diverse? (‘Diverse’ refers to the representation of women, Aboriginal peoples including First Nations, Inuit and Métis, visible minority groups, persons with disabilities and members of the LGBTQ community.) q Yes q No Since you answered “Yes” to question 4, please indicate which of the following elements of diversity your Chair represents. (select all that apply) q Woman q Visible minority q Aboriginal person q Person with a disability q Member of the LGBTQ community

5. Has your board adopted a written diversity policy? q Yes q No q Don’t know

6. Does the board have a written (documented in clear and comprehensive writing) definition of the elements of diversity it values for the board? q Yes q No q Don’t know Since you answered “Yes” to question 6, does this definition include the following elements of diversity? Aboriginal peoples q Yes q No Education q Yes q No Ethnicity q Yes q No Functional area of expertise q Yes q No Gender q Yes q No Geography q Yes q No Industry experience q Yes q No International experience q Yes q No Management experience q Yes q No Members of the LGBTQ community q Yes q No Persons with disabilities q Yes q No Visible minorities q Yes q No

7. Does the board require regular (at least annual) updates on the diversity of the candidates in the succession pipeline of the senior executive team? q Yes q No q Don’t know

8. Are there term limits put in place with regard to how many years a director and/or Chair may serve on your board? q Yes q No q Don’t know Since you answered that your board has term limits, how many years can a director serve on the board? Please indicate the number of years. _______________________ Since you answered that your board has term limits, how many years can a Chair serve on the board? Please indicate the number of years. _______________________ Since you answered that your board does not have term limits (or are unsure), is your board considering introducing term limits for directors? q Yes q No q Don’t know


Series LevelsLevel IA 4-session, 20-hour Series for individuals in management or professional roles with no board experience who are interested in joining a not-for-profit board.

Level IIA 5-session, 27-hour Series for individuals with 10+ years management or professional experience and small/medium not-for-profit board experience who are now interested in joining a national not-for-profit, public sector, advisory and/or small/medium private company board. Level II graduates will receive certification upon completion of program requirements: Fellow in Board Governance.

GET ON BOARD GOVERNANCE EDUCATION PROGRAM

Looking to advance your board career?Join us in Toronto, Montréal, Calgary or Vancouver and participate in the fastest-growing and most affordable governance education program in Canada. The Canadian Board Diversity Council prepares professionals for the boardrooms of tomorrow. This program offers two levels tailored to your leadership and/or board experience. Get on Board will help you hone business and leadership skills, expand your network and learn more about operations, finance and risk management, unconscious bias and diversity in governance. Take the first step in being successful in your board career by registering for Get on Board today. Whether you are continuing your board education with us or joining us for the first time, we look forward to seeing you in the classroom!

Applications available at www.boarddiversity.ca/series

CO-PRESENTING PARTNERS

LEVEL II PRESENTING PARTNER

LEVEL I CO-PRESENTING PARTNER

MEDIA PARTNER

RBC has made board service an important element of both its corporate citizenship and talent development programming. The benefits are many. Boards benefit from our employees’ expertise, networks and business skills to help power their success. RBC benefits from well-rounded, engaged and socially aware employees. Board participation is a key development opportunity for high potentials and leaders for today and tomorrow. It enhances leadership and business skills such as: governance, impact and influence, strategic alignment, business and financial acumen. By using these skills as board directors in new environments, employees experience

the satisfaction of making an impact in communities by contributing their skills, knowledge and time. RBC recognizes the importance of board service experience and is committed to developing and preparing its employees for the responsibility of board membership. That’s why RBC is a member of the Canadian Board Diversity Council (CBDC) and supports its Get on Board Governance Education Program. Employees benefit from practical and topical training, including good governance practices, fiduciary responsibility, liability and many other aspects of board service. This training gives participating employees the confidence to pursue board placements and in this way will ultimately help increase the level of diversity and engagement at the highest levels of decision-making–and that’s good for everyone.

At Loblaw Companies Ltd, we appreciate the importance of our leaders—both current and future—and we strive to ensure our leadership is representative, in gender and in ethnic diversity, of the varied communities in which we live and work. We are committed to growing and developing their knowledge, skills and abilities and believe programs like Get on Board are integral to helping us do that.

Mark WilsonExecutive Vice President, Human Resources and Labour RelationsLoblaw Companies Limited

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PROGRAM SPONSORSHIP


A corporation with diverse voices sharing their views in the boardroom is more likely to generate bright new ideas and foster a welcoming culture. However,

reaping these benefits is easier when organizations embrace diversity willingly rather than having it imposed upon them. Diversity is already a fact of life among Canada’s younger generations and eventually they will become the new faces on corporate boards. For Canada’s corporations, it is better to be an early adopter rather than a follower.

Elke RubachPrincipal Rubach Wealth

Farah MohamedFounder & CEOG(irls)20

Vered Kaminker Managing Director Accenture

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Diversity is a strength and so, for me, it’s common sense to want to build a diverse team who can bring differing POVs, experiences and strategies to the

table. If we want to reflect our community and country, we need to shake off old structures and ramp up new ones so we are relevant for today and for the future. Think outside the box, look at a person as a whole—their qualifications, commitment, track record, accountability and their future potential vs looking only at their past, pedigree, their CV and their network. Take a reasonable risk; it pays off more often than not.”

Board diversity is important for a board to be successful. A board should be comprised of a diverse group (background, experience, gender, age, culture)

of members that understand and can engage in all aspects of the organization. Each individual brings specialized skills and perspectives allowing the board to draw from their strengths and experiences to make informed decisions. Corporate Canada should commit to maintaining a level of diversity within the boardroom and be held accountable to this goal. It should eliminate bias in the talent pool for candidates and insist on a wider range of board members. Increasing diversity needs to be more than a headline, it requires on-going commitment and measurable results. ”

GET ON BOARD LEVEL I AND II GRADUATES

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Thank you to our National Instructional Partners: Boyden, Deloitte, KPMG and Miller Thomson LLP.


Since Diversity 50 launched in November 2012, CBDC has achieved 29 FP500 and 3 Fortune 500 corporate board appointments. Now in its fifth year, the Diversity 50 initiative addresses the “visibility barrier” faced by candidates. This year, the 2016 cohort adds 50 board-ready candidates to the existing Diversity 50 database, which acts as a resource for directors and search firms who seek board candidates beyond their own networks.

About Diversity 50Diversity 50 is an initiative of the CBDC, supporting its

mandate to increase representation of such considerations as gender, visible minorities, Aboriginal peoples, people with disabilities and LGBTQ at the boardroom of Canada’s 500 largest organizations. Diversity 50 is a resource for directors and search firms. It is a list of diverse men and women from across Canada with strong competencies that align with the requirements of many Canadian boards.

We are grateful to CIBC President and CEO, Victor G. Dodig, and Deloitte Managing Partner and Chief Executive, Frank Vettese, as Co-Presenting Partners of Diversity 50, along with the 11 other Platinum Partners who have vetted the qualification criteria in collaboration with CBDC.

DIVERSITY 50

Inclusion has never been more important for Canada’s boardrooms—as a key element of courageous decision-making and action—and for Canada’s future prosperity. We encourage all boards to take a close look at the growing Diversity 50 list.

Diversity on boards and within leadership teams is good for business and the Canadian economy. It’s associated with stronger financial performance, increased innovation and higher employee satisfaction,” says Victor G. Dodig, President and Chief Executive Officer, CIBC. “Diversity brings broader perspectives that enable boards to make better decisions when navigating an increasingly global and complex operating environment. CIBC is pleased to support the 2016 Diversity 50 initiative as it aligns with our commitment to an inclusive culture that reflects the demographics of our clients and promotes and leverages our differences.

Frank VetteseManaging Partner & Chief ExecutiveDeloitte Canada

Victor G. DodigPresident & CEOCIBC

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CO-PRESENTING PARTNERS

PLATINUM PARTNERS

MEDIA PARTNER


Diversity 50: 5 Years at a GlanceFP500 and Fortune 500 Appointments1. Sonia Baxendale elected to the board of Laurentian

Bank of Canada, August 20162. Trudy Curran elected to the board of Dominion

Diamond Corporation, August 20163. Laura Formusa elected to the board 407 International

Inc., July 20164. Sarah Kavanagh elected to the board of Valeant

Pharmaceuticals International Inc., July 20165. Trudy Curran elected to the board of Baytex Energy

Corp., July 20166. Michelle Cormier elected to the board Cascades Inc.,

July 20167. Sarah Raiss elected to Board of Ritchie Bros., June

20168. Benita Warmbold elected to Board of Methanex

Corporation, February 20169. JP Gladu elected to Board of Ontario Power

Generation Inc., November 201510. Katherine Rethy elected to Board of Chemtrade

Logistics Income Fund, July 201511. Annalisa King elected to Board of Vancouver Airport

Authority, May 201512. Annalisa King elected to Board of North West

Company Inc., November 201413. Laura Dottori-Attanasio elected to Board of Teck

Resources, November 201414. Sue Lee elected to Board of Empire Company Limited,

November 201415. Nadine Girault eleted to Board of Investissement

Québec, October 201416. Madeline Féquière elected to Board of Investissement

Québec, October 2014

17. Heather Nicol elected to Board of Genworth MI Canada Inc., June 2014

18. Sue Lee elected to Board of Progressive Waste Solutions, May 2014

19. Sarah Raiss elected to Board of Loblaw Companies Limited, May 2014

20. Sarah Raiss elected to Board of Vermilion Energy Inc., March 2014

21. Sarah Davis elected to Board of AGF Management Limited, January 2014

22. Sue Lee elected to Board of Bonavista Energy Corporation, November 2013

23. Katherine Rethy elected to Board of Toromont Industries Ltd., July 2013

24. Catherine Hughes elected to Board of Statoil, July 2013*

25. Sarah Kavanagh elected to Board of HudBay Minerals Inc., July 2013

26. Laura Formusa elected to Board of Equitable Life of Canada, June 2013

27. Catherine Hughes elected to Precision Drilling Corporation, May 2013

28. Janet De Silva elected to Board of Intact Financial (TSE:IFC), May 2013

29. Debra Kelly Ennis elected to Board of Hertz Global Holdings, Inc., May 2013*

30. Debra Kelly Ennis elected to Board of Altria, February 2013*

31. Beth Horowitz elected to Board of Aimia, December 2012

32. Linda Kuga Pikulin elected to Board of Enersource, December 2012

*Fortune 500 Appointments


DIVERSITY 50 ALUMNI

Diversity is necessary for Board of Directors to achieve their objectives more effectively and in a mindful manner. Diversity in the Boardroom would reflect

reality of the environment we live in. Our people and our clients are of diverse backgrounds so it would only makes sense to have similar representation. That will in turn make companies more sensitive to the needs of the different stakeholders and will make them understand how to better serve and how to adapt faster to the ever changing environment. Diversity would allow for different ideas as well, which will cause disruption and innovation as a consequence. The main benefits I see are progress and a better quality of life for our people and the communities we live in.

Board composition is about leadership. It sends crucial signals about the kind of organization you are. Diversity is woven into the fabric of our lives and when we

don’t see it in our organizations, there’s a profound disconnect. Corporate Canada has tremendous influence. They set the tone. Imagine how quickly things could change if corporations routinely looked outside their networks, beyond their comfort zones, for life and work experiences that allow new skill sets to be valued.

Jose CastilloSenior Principal, Global Quality and Risk ManagementKPMG

Sadia ZamanManaging Director, ROM CanadaSpark of Hope Foundation

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Life is about perspective. How one perceives their life and those around them can change (and often has changed) everything—from the course of history to one’s

personal choices to live a better life. The ability to access as many perspectives as possible is where we can achieve more harmony and better choices for the greater good. It is undoubtedly the harder path to take when making decisions, but I believe that the effort is truly worth the better results. Take a risk on a hiring a board member you wouldn’t normally think of—for example a younger individual, someone who has not served on a board before, someone who might not have any experience in your field of work. You might be pleasantly surprised by their insights and perspectives. If that still seems too risky, consider introducing new ‘levels’ of board members for introductory members.

A diverse board makes smart business sense. Directors who bring divergent perspectives, experience, and knowledge are more capable of understanding

an organization’s stakeholders and risk profile. Diversity brings creative solutions to strategic issues and ultimately impacts profitability. Diversity equates to good corporate governance.

Shanti Gidwani, RN, MSN, MHA, CHE National Sr. Director, HealthcareCisco Canada

Dr. Marie DelormeCEOThe Imagination Group of Companies

Current Boards and Advisory Committees of note:River Cree EnterprisesRCMP Foundation, Vice-Chair (incoming Chair 2017)National Aboriginal Economic Development BoardCoady International Institute, International Advisory CommitteePremier’s Advisory Committee on the Economy

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Advisory Board

LEADERSHIP

Mark WilsonEVP, Human Resources and Labour RelationsLoblaw Companies Ltd.

Clare BecktonExecutive Director, Carleton University Centre for Women in Politics and Public LeadershipCarleton University

Willa BlackVice President Corporate AffairsCisco Canada

Kim ShannonPresident & CIOSionna Investment Managers

Claudia ThompsonPartnerAccenture

Gregory TsangVP, Private Wealth ManagementCIBC


Diversity 50 CEOs/Chairs

Don CoulterPresident & CEOCoast Capital Savings

Michael CrothersPresident & Canada Country Chair / VP Unconventionals, North AmericaShell Canada

David GarofaloPresident & CEOGoldcorp

Don LindsayPresident & CEOTeck Resources

Victor G. DodigPresident & CEOCIBC

Kevin P. DoughertyPresidentSun Life Financial Canada

Darren EntwistlePresident & CEOTELUS

Paul GodfreyPresident & CEOPostmedia Network

Steve LetwinPresident & CEOIAMGOLD

Frank VetteseManaging Partner &Chief ExecutiveDeloitte

Steve WilliamsPresident & CEOSuncor Energy

Lisa LissonPresident FedEx Express Canada

Norman SteinbergGlobal Vice-Chair & Chairman-CanadaNorton Rose Fulbright


Diversity 50Working CommitteeJane AllenPartner, Energy & ResourcesDeloitte

Carol BanducciEVP & CFOIAMGOLD

Sally GomeryPartnerNorton Rose Fulbright

Michelle HallEVP, Human ResourcesPostmedia Network

Kathy McGarrigleCOOCoast Capital Savings

Janice OdegaardSVP & General CounselSuncor Energy

Debbie OsterVP, People and Culture, Talent Acquisition and DevelopmentTELUS

Shannon OuelletteGM, Greater Foothills & OTSShell Canada

Pina StarninoVP, Operations FedEx Express Canada

Anna M. TudelaVP, Diversity, Regulatory Affairs & Corporate Secretary Goldcorp

Steve WilliamsPresident & CEOSuncor

Steve LetwinPresident & CEOIAMGOLD

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Corporate boards navigating today’s business environment are recognizing the importance of diverse membership. We support the Diversity 50 initiative to increase representation of diverse backgrounds on boards, because it’s a tangible means towards better decision making, paying business and societal dividends in the process.

I am convinced that we are making outstanding progress in embracing diversity at the board level, including IAMGOLD’s appointment last year of our first female director. My belief that strength comes from diversity couldn’t be greater given the invaluable breadth of knowledge and experience that it brings.


A 200-YEAR OLD ORGANIZATION COMMITTED TO MAKING SUSTAINABLE CHANGE

BMO Financial Group is 200 years old and proud to be one of the top ten banks in North America, a leading financial institution globally and a leader in diversity and inclusion. We may be 200 years old, but we continue to push the boundaries and ourselves to be the bank that defines great customer experience. BMO is committed to harnessing the power of all our 47,000 professionals to create a culture where our people’s goals, our customers’ goals, and our business goals go hand-in-hand.

Creating a diverse workforce and an inclusive workplace are vital to our ability to create great customer experiences. As an organization we know that diverse and inclusive organizations outperform. We believe diversity and inclusion drives better performance—for our customers and our company. We are committed to diversity and inclusion, and they are a key part of our company values.

In 2012, we embarked on a five-year Diversity and Inclusion Renewal Strategy to transform BMO. With ambitious workforce representation goals and commitment on the part of our leaders and our teams, the impact of this strategy has been profound. We’ve created greater inclusion, a diverse talent pipeline and a stronger organizational culture by setting clear goals, breaking down barriers, securing very strong leadership commitment and employee engagement and creating programs and talent practices to significantly improve workforce diversity and workplace inclusion, including:

• Leadership commitment with trackable goals that held every leader accountable for diversity and inclusion

• Employee engagement that exceeds industry norms by aligning our commitment to inclusion with our passion for helping customers under our new brand of Being BMO and engaging people in a broader conversation about learning from differences

• Investing in women in business by offering a differentiated value proposition that helps build our relationship with women and helps women build their business, including being the first Canadian bank to

offer an opportunity to invest in women with our Women in Leadership Mutual Fund

We have advanced our thinking on the inclusion of all genders, and today women make-up more than 40% of our senior leadership roles, 36.4% of our Board, Chair our Governance and Nominating Committee, and both genders are represented by our goal that ensures that each gender comprises at least one-third of the independent directors on our board. We are also proud to be leading the way among other top Financial Institutions in Canada for our representation and promotion of women in senior leadership in a Saratoga study. We have built inclusion through our advancement of Minorities with 26.4% representation in senior roles in Canada and 13.3% of senior roles being held by Persons of Colour in the U.S. And lastly, we are proud to be leading other companies in our inclusion scores, which currently stand at 85%, up from 81%, representing the degree to which employees say they feel valued, respected and heard at BMO. We are proud that external organizations recognize that BMO is leading the way when it comes to building employee engagement, loyalty, and growth. Recent external recognition includes:

• Canadian Board Diversity Council• 2016 Bloomberg Financial Services Gender-Equality Index• 2016 Global 100 Most Sustainable Corporations in the

World• Universum Top 100 Employer in Canada 2015• Canada’s Best Diversity Employers 2015• Human Rights Campaign Foundation Corporate Equality

Index — Best Places to Work 2015• Best Places to Work for LGBT Employees, Human Rights

Campaign Foundation 2015• Employer of Persons with Disabilities Award of

Distinction, Alberta Chambers of Commerce• Great Place to Work — Best Workplaces in Canada 2016


Inclusion Matters, Inclusion StrengthensAt KPMG, we empower our people to bring their whole self to work by creating an inclusive and barrier-free culture. This allows us to engage our people, provide client service excellence and make a meaningful impact in our communities. At KPMG, we are… Building an Inclusive Culture – educating our people on the importance of inclusivity and building awareness around the effects that unconscious biases can have in the workplace, and their everyday business interactions. Using an inclusive lens is integral to our leadership development and a crucial component of our people processes such as attraction, retention, professional development opportunities and advancement. Creating a Mentally Healthy Workplace – engaging our people to end the stigma around mental illness by promoting good mental health through on-going training to our HR professionals, people leaders and performance managers across the firm, as well as through various awareness campaigns around mental health. Being Leaders in our Communities – living our Values in the marketplace and in the communities we serve is how we provide greater impact on our on five priority groups: Indigenous Peoples, the LGBTQ community, Persons with Disabilities, Visible Minorities, and Women. Diversity and Inclusion is a journey not a destination. It’s not only about the visible layers but the diversity of our thought and experiences. With visible leadership, clear accountabilities, employee involvement and open communication, we remain committed to strengthening our diversity and inclusion culture.

At KPMG, we take the diversity of our firm seriously, and that starts at the top. Diversity makes us smarter, Inclusion makes us better. I’m making it my priority to further diversify our leadership and our partnership to show that we truly are a diverse and inclusive firm in a global market.

Mary Lou Maher Business Unit Leader, GTA Audit & Chief Inclusion Officer KPMG Canada

KPMG’s Diversity and Inclusion Initiatives• Our Executive Diversity Council, comprised of 15 leaders

from across the firm, and co-chaired by our Chief Inclusion Officer and CEO, helps shape the firm-wide Diversity and Inclusion strategy.

• Education and Awareness of our people through unconscious bias training, implementation of workplace inclusion training module and formal mental health training developed for our people leaders.

• Our Employee Resources Groups (ERGs) address the needs of our people. These groups include: Women’s Interchange Network, pride@kpmg, Working Parents Group, Special Parents Network, East Asian Network, Ibero-America Network, Christian Network, KPMG Salam Network, and the KPMG Jewish Network.

• We support Indigenous Peoples through our partnership with Free the Children’s Sacred Circle Program, the Martin Aboriginal Education Initiative and Indspire to provide a mentoring program for Indigenous students across Canada.

• We also support Canadian Business SenseAbility and Partners for Mental Health – two leading organisations we’re working with to end the stigma around mental health in the workplace.

Our progress, our results• Eighth consecutive year we have been named one of

Canada’s Most Diverse Employers• Mary Lou Maher, CIO, received the Lifetime Achievement

Award from Out on Bay• Bill Thomas, our former CEO, was named Catalyst

Canada Honours Champion. Through his leadership, he instituted a requirement for each Management Committee member to sponsor women partners for further advancement within the partnership

• KPMG in Canada is committed to increasing the diversity of its board: The percentage of women represent more than 30% of the firm’s board of directors

• More than 30% of our people, from all levels, have received Unconscious Bias training

• KPMG’s Global People Survey results have shown that 85% of our people feel they can bring their whole self to work, regardless of their cultural background, race, colour, gender, sexual orientation, ability, etc.”

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CORPORATE MEMBERSHIPIn becoming a Corporate Member of CBDC for an annual fee of $5,000, your organization will join our growing membership receiving the following benefits:

ADVOCACY: Being Your Voice at the TableWe are the nationally-respected voice of our members with various stakeholders, including regulatory bodies, governments, the corporate director community and the media. We also represented our members on the Federal Advisory Council as an ex-officio member of the 26-member body to promote the participation of women on public and private corporate boards.

RECOGNITION: Showcasing Your Organization’s Commitment to DiversityWe showcase our members’ leadership with stakeholder groups to ensure our members are widely recognized for their efforts. The Council’s media coverage and public recognition helps our members position their organizations as being diversity leaders, attracting top talent from Canada’s increasingly diverse population.

CONSULTING SERVICES: Assessment and Development of Board Diversity PolicyThe Council provides consulting services at a preferred member rate and extends an annual $1,000 credit on consulting fees to members.

DIVERSITY 50: Providing Exclusive Access to the Board CandidatesEach year, we will release the Diversity 50, Canada’s first-ever database of qualified men and women from across Canada with strong competencies that align with the requirements of many Canadian boards. The D50 are introduced to directors of Council Member organizations each year at exclusive receptions held in Calgary, Montréal, Toronto and Vancouver.

CORPORATE GOVERNANCE EDUCATION: Offering Professional Development Opportunities for High-Potential Employees at Preferred RatesMembers receive a $500 credit towards the enrollment fee for managers and executives in CBDC’s Get on Board Governance Education Program taught by directors and governance experts across the country. There is also a lower enrollment fee for all program attendees from Member organizations ($500 off Level I, $2,000 off Level II). Level II participants will now receive certification upon completion of the program requirements: Fellow in Board Governance.

Become a CBDC Corporate Member today. Please contact [email protected]

For more information, please visit boarddiversity.ca

Canadian Board Diversity Council180 Bloor Street West, Suite 502Toronto, ON M5S 2V6 [email protected]: 416.361.1475@diverseboards

ANNUAL REPORT CARD - Canadian Board Diversity Council · In 2016, the number of board members with...

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