The Gender Diversity Scorecard
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Transcript of The Gender Diversity Scorecard
GENDER DIVERSITY SCORECARD
Women’s educational attainment and presence in the workforce has increased, but their advancement, specifically into
senior management positions, has stalled.
Women on FTSE 100 boards 2014 20.7%Women on FTSE 250 boards 2014 15.6%
In Europe 91.1% of executive board members are men Increase in the number of women on boards 0.6% per annum
10% of Fortune 500 companies had no women on their boards in 2011
Women represent 60% of all US bachelor degrees (up from 20% in 1970)
The inclusion of women in the top ranks of company leadership has a direct and
positive impact on financial performance.
Companies with the highest representation of women on their top management teams have better financial performance
than companies with the lowest representation of women.
One response is quotas.
The EU now has a target of 40% of women non-executive board members for publicly-listed companies by 2020.
Gender diversity is a complex and multifaceted problem that is highly
resistant to simple solutions.
The problem is rooted in organisational culture and practice, social perception, structural and economic factors and individual beliefs - often amongst women
themselves.
The Gender Diversity Scorecard
Encouraging, supporting and learning about gender diversity in the workplace requires a robust understanding of the
current state of gender diversity in organisations..
The Gender Diversity Scorecard
UK listed companies are required to disclose the gender balance at senior
levels and across the company as a whole.
We want to help the leasing and asset finance industry to provide information can be used to understand the state of
gender diversity – and to allow those organisations to measure themselves against, and learn from, businesses that are
making real progress.
The Gender Diversity Scorecard is a tool that enables organisations to
surface data on gender diversity
Transparent, simple and understandable Does not place a burden on organisations Creates qualitative and qualitative data
Can be used to drive changeSensitive to the context of the organisation
Makes a serious impact on the gender diversity issue
A way of supporting organisations to create change.
Provide feedback on existing processes Assist in creating sponsor relationships and mentoring
networksShowcase examples of effective diversity initiatives
Creating a recognition structure to recognise excellence
The scorecard has been informed by an industry-wide consultation process,
with input from gender researchers, women leaders and those involved in
running diversity programmes.
The scorecard has been alpha tested with organisations in the leasing and asset finance industry including CIT (finance), CHP
Consulting (software and services), and DWF (legal services). A beta test is currently underway.
The scorecard is supported by Locke Lord LLP.
Amanda Childs Siemens
Joanne Davis WV Financial Services
Alka Randev Macquarie Equipment Finance
Stephanie Strickland The Leasing Foundation
Gail Taylor DWF
Rachael Woods CIT
leasingfoundation.org/gender-diversity-scorecard/
leasingfoundation.org/online-scorecard