UK Archives - Page 3 of 3

FTSE Women Leaders Review Launch

Posted on February 22, 2022March 1, 2022 by Admin

UK closes in on 40% women at board level

The UK has climbed to second in the international rankings for women’s representation at board level.

Almost 40% of UK FTSE 100 board positions are now held by women, compared with 12.5% just ten years ago. And there are almost 38% women on board across the FTSE 350.

The data has been published in a new report by the Government-backed FTSE Women Leaders Review, which monitors women’s representation in 24,000 positions on FTSE 350 Boards and in Leadership teams of the UK’s biggest companies, building on the success of the previous Hampton-Alexander and Davies Reviews.

What this new data from the FTSE Women Leaders Review reiterates is that we don’t need mandates - aspirational targets change not just the numbers but also the culture inside companies.

Ann Cairns, 30% Club global chair

Key highlights from the report include:

Almost 40% of UK FTSE 100 board positions are now held by women, putting the UK second in international rankings for board representation.
FTSE 100, 250 and 350 all improved the number of women in Leadership roles in 2021, with the Government’s and 30% Club’s voluntary, business-led approach paying dividends.

The new review also sets out bold recommendations to build on this progress, including a voluntary target for FTSE 350 executive leadership teams to achieve 40% female representation by the end of 2025. It is currently less than 20%, according to BoardEx data.
It is also asking FTSE 350 companies to have at least one woman in the Chair, Senior Independent Director role on the Board and/or one woman in the CEO or CFO by the end of 2025. There are just 18 and 48 at present, that’s 5 and 14% respectively.
The Review has also increased in scope beyond the FTSE 350 companies to include the largest 50 private companies in the UK by sales.

The 30% Club welcomes the extended focus of the Review.

30% Club Global Chair Ann Cairns said:

“The 30% Club, The Women in Finance Charter, Hampton Alexander (now the FTSE Women Leaders Review), the Parker Review and most recently 25×25 and the FCA/Bank of England white paper all have similar and complementary aims. Strategic collaboration will make all the difference in seeing the progress we’ve seen in the boardroom play out at executive committee level and result in more female CEOs and significantly more leadership opportunities for women of colour. We are a multi-racial society, and it’s high time our boards an executive leadership teams reflect that.

“What this new data from the FTSE Women Leaders Review also reiterates is that we don’t need mandates – aspirational targets change not just the numbers but also the culture inside companies.”

Business Secretary, Kwasi Kwarteng, said:

“UK businesses have made enormous progress in recent years to ensure that everyone, whatever their background, can succeed on merit – and today’s findings highlight this with more women at the top table of Britain’s biggest companies than ever before.

“However, we should not rest on our laurels, and the FTSE Women Leaders Review will build on the success so far of our voluntary, business-led approach to increasing women’s representation on boards and in leadership, without the need for mandatory quotas.”

Minister for Women and Equalities, Liz Truss, said:

“It is excellent to see the progress being made, but we know there is more to be done. This Government is committed to levelling up all parts of our country, working to tackle inequality and promoting equality of opportunity, including at senior level, so everyone can thrive.”

Here are the four new recommendations of the FTSE Women Leaders Review in full:

The voluntary target for FTSE 350 Boards & for Leadership teams is increased to a minimum of 40% women’s representation by the end of 2025

FTSE 350 companies to have at least one woman in the Chair, Senior Independent Director role on the Board and/or one woman in the Chief Executive Officer or Finance Director role by the end of 2025
Extending the scope of the FTSE Women Leaders Review beyond FTSE 350 companies to include the largest 50 private companies in the UK by sales

These recommendations aim to increase gender balance further, bringing new focus to the appointment of women at the highest levels of British business, particularly in those companies that are still lagging behind.

Where we are

The 30% Club has come a long way from when it was set up in the UK in 2010.We now span six continents and more than 20 countries. We’re actively expanding into more G20 countries

Deloitte and 30% Club reveal latest global women in the boardroom stats

Posted on February 1, 2022February 1, 2022 by Admin

Progress but it's slow

Deloitte, in collaboration with the 30% Club, today released the seventh edition of Women in the Boardroom: A Global Perspective.

It includes updates from 72 countries on representation of women in the boardroom, exploring insights on the political, social, and legislative trends behind these numbers.

It found that nearly all countries have local organisations or governments committed to increasing the number of women serving on company boards.

While these private and public sector efforts demonstrate steps toward achieving parity, the pace of collective progress needs to pick up.

People often ask why the 30% Club is not the 50% Club given that our aim is parity. I think this report answers that question, we are still far from the 30% tipping point in many geographies

Ann Cairns, 30% Club global chair

Key higlights from the report include:

Globally, only one in five board seats are held by women

A smaller group of women are taking on a large number of board seats – referred to as the ‘Stretch Factor’

Report reveals a disconnect between women holding roles on boards and in the executive.

Globally, only 6.7% of board chairs are women, and even fewer CEOs – 5% – are women

A global average of 19.7% of board seats are held by women, an increase of 2.8% since 2018 compared to a 1.9% increase in the period from 2016 to 2018

Companies with women CEOs have significantly more balanced boards than those with male CEOs: 33.5% vs 19.4%

Only three in 10 board seats held by women in UK behind leaders France, Norway and Italy in boardroom diversity

However, UK enters into top 10 global ranking and could reach boardroom gender parity by 2027.

Commenting on the report, which includes commentary from 30% Club chapters, global chair Ann Cairns said: “With the FTSE 100 on the brink of attaining 40% women in board roles, I am encouraged by Deloitte Global’s finding that UK parity could be reached by 2027.

“People often ask why the 30% Club is not the 50% Club given that our aim is parity. I think this report answers that question, we are still far from the 30% tipping point in many geographies.”

She added: “One of the report’s most interesting findings is the real balance that female leaders bring. If women CEOs can have more balanced boards, there’s no reason that male CEOs can’t.

“Finally, on the stretch, this speaks to the fact that women have a harder time being appointed if they don’t have previous board experience. Chairs and CEOs should be encouraged to give women their first board seat.

“There is plenty of talent out there who would make great directors. This is very true for people of colour too, many of whom would welcome the chance to make a significant contribution at the top of the corporate world but remain significantly under-represented.”

Sharon Thorne, Deloitte Global Board Chair and member of the 30% Club, said: “While it’s heartening to see that the world continues to make progress towards achieving gender parity, with the exception of a few countries, overall progress remains slow and uneven.

“The pandemic has further challenged progress in achieving equality, making it even more important to move past discussion and take concrete actions to ensure inclusion within and beyond the boardroom including gender, ethnic and racial diversity among other characteristics.”

She adds: “Increasing the number of women on boards is only the first step on a larger journey.”

Where we are

The 30% Club has come a long way from when it was set up in the UK in 2010.We now span six continents and more than 20 countries. We’re actively expanding into more G20 countries

Women are the most likely changemakers for climate action

Posted on October 27, 2021February 3, 2022 by Admin

Stronger together

Diversity and climate are top priorities for CEOs and boards of directors, but almost none have considered how linking the two management priorities could accelerate their transition to net‑zero emissions.

As the Oliver Wyman Forum and the 30% Club prepared for COP26 in Glasgow, we set out to uncover what can be achieved when diversity, and specifically gender representation, is included in companies’ climate change plans.

The question was more difficult to answer than we had anticipated. For example, starting with large data sets, we looked at how corporate diversity and climate outcomes might be correlated. Relationships were positive but statistically weak. However, with so many factors at play, we felt that focusing solely on these high‑level numbers was a red herring.

As our research and interviews with more than 20 companies progressed, it became clear that not only are women often excluded from many high-level government and corporate discussions on climate, their role as climate-action changemakers is largely unrecognized and underestimated.

Yet businesses need to include female colleagues, customers, and investors if they are serious about meeting net-zero carbon emissions by 2050.

We consider this report as just the beginning of research on what can be achieved if a greater mix of people — including women — is more explicitly included in companies’ attempts to reach net-zero emissions.

This report talks about action from corporations deliberately. Clearly, this must be taken together with action from governments, the third sector, civil society, and beyond.

We are grateful for your understanding over this report’s limitations — for example, our focus on women in Western countries and a binary view of gender that is not inclusive of all identities and experiences.

We recognize that we do not cover intersectionality or other dimensions of difference, such as race and ethnicity, primarily due to a lack of data.

Despite this, we felt it important to continue and hope the report will have some impact in driving greater awareness and understanding of the critical linkages between these issues.

We thank and are grateful to the many colleagues who were willing to share their expertise and the companies we interviewed. We hope you find our initial research helpful as you consider your transition plans and look forward to continuing the conversation and research.

Rupal Kantaria
Partner, Oliver Wyman Forum

Ann Cairns
Global Chair, 30% Club and Executive Vice Chair, Mastercard

Where we are

The 30% Club has come a long way from when it was set up in the UK in 2010.We now span six continents and more than 20 countries. We’re actively expanding into more G20 countries

Coming Soon: 30% Club Podcast

Posted on October 11, 2021March 6, 2022 by Admin

Q&A WITH CAROLINE NAHAS, OUR LATEST 30% CLUB SCHOLAR

Q: Caroline, give us an overview of your career path to date.

A: I am a global Finance professional with solid background in FP&A, Business Development, and Investor Relations. I am recognized for innovative problem solving, self-motivation, and an inquisitive approach, exceeding goals in deadline-driven and cost-containing environments.

I started my career at Edenred, a French company (former Accord Group) specialized in prepaid corporate services. I then joined Deloitte as a consultant for strategy and operations. In 2012, I joined Hidrovias do Brasil, a fluvial transportation company managed by few private equities – among which Blackstone and Patria Investimentos. I was responsible for structuring and leading the FP&A/IR function and processes to adapt them to the organizational growth from startup to operational company.

Finally, in 2019, I joined Mondelēz as a Finance Manager for the North America Region to support the structuring and expansion of the External Manufacturing department; in February 2021 I moved to the Procurement and Commodities department to support Mondelēz for risk management of Commodities and Forex volatility.

Over my career, I have experienced different environments, ranging from start-up to recognized companies with fully established processes.

I know this award carries many opportunities and responsibilities. The most important is to define how I will carry this accomplishment forth in my career, and how can I support others in building their own path.

Caroline Nahas, 30% Club Scholar

Why do you want to study your chosen course?

This industry and market diversity present in my professional trajectory provided me with the ability to adapt across different business cultures and leadership styles. As I am always seeking to grow and develop, I constantly challenge ways of working and, most importantly, my personal approaches to business discussions. Now I want to bring this skillset to the next level.

Working in fast moving environments, the ability to manoeuvre through uncertainty is key. Through this course I am aiming to acquire analytical toolsets that will make me more effective in bringing innovative solutions and harness soft skills that would enable me to navigate and bring value to my organization.

What are you hoping it will lead to?

Since I started working in finance, my career goal was and remains to professionally pursue growth to achieve my lifelong aspiration to hold a CFO role within a multinational company. Experiencing Chicago Booth EMBA will provide me with the knowledge and the enriching exchanges with peers and faculty members that will help me to accelerate my career. I am confident it will strengthen my foundation skills to achieve my professional ambition.

Why did you apply to the scholarship?

Chicago Booth and the 30% Club partnered to offer this scholarship to support high potential female students. I was fortunate to be granted to this award and be part of the 30% Club, among other amazing female candidates.

I know this award carries many opportunities and responsibilities. and feel confident to strive for them. Most important is to define how I will carry this accomplishment forth in my career, and how can I support others in building their own path.

What encouragement would you give to anyone considering applying for a 30% Club scholarship?

I believe it is an accomplishment to be admitted into a leading business school and gain the opportunity to advance one’s career.

I have no doubt that all admitted candidates can rely on their own strengths and have the confidence to work for their professional and personal aspirations. Applying to become part of the 30% Club is a major step towards achieving them as it will provide the opportunity to be part of initiatives on career advancement and enhance networking & exchanging opportunities.

Where we are

Nulla vulputate, mi at efficitur cursus, turpis elit suscipit mauris, ac varius dui enim in sapien. Cras ut tincidunt sem. Nunc porttitor in nulla et sodales. Suspendisse bibendum ac dolor vitae tincidunt. Sed leo leo, pharetra id feugiat nec. Cras ut tincidunt sem.

Meet our new 30% Club Scholar

Posted on October 11, 2021November 26, 2021 by Admin

Q&A WITH CAROLINE NAHAS, OUR LATEST 30% CLUB SCHOLAR

Q: Caroline, give us an overview of your career path to date.

Over my career, I have experienced different environments, ranging from start-up to recognized companies with fully established processes.

I know this award carries many opportunities and responsibilities. The most important is to define how I will carry this accomplishment forth in my career, and how can I support others in building their own path.

Caroline Nahas, 30% Club Scholar

Why do you want to study your chosen course?

What are you hoping it will lead to?

Why did you apply to the scholarship?

What encouragement would you give to anyone considering applying for a 30% Club scholarship?

I believe it is an accomplishment to be admitted into a leading business school and gain the opportunity to advance one’s career.

Where we are

Meet our Mentees

Posted on October 11, 2021November 26, 2021 by Admin

Placerat In Egestas Erat

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Pellentesque urna dolor, ullamcorper varius mi ut, dignissim volutpat tortor. Sed sed nibh ex.

Curabitur tincidunt augue non turpis pellentesque sollicitudin. Fusce non ligula quis neque.

Mattis quis ante. Sed luctus, quam eu condimentum venenatis, nunc metus tincidunt lacus, sit amet pellentesque eros diam vel elit. Nunc eu libero non leo posuere vulputate. Ut porta mauris a massa posuere

Placerat In Egestas Erat Imperdiet Sed Euismod Nisi Porta.

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Pellentesque urna dolor, ullamcorper varius mi ut, dignissim volutpat tortor. Sed sed nibh ex.

Nunc sed velit dignissim sodales. Mi eget mauris pharetra et. Vulputate sapien nec sagittis aliquam malesuada bibendum. Cras pulvinar mattis nunc sed blandit. Tortor at auctor urna nunc id cursus metus aliquam eleifend.

Placerat In Egestas Erat Imperdiet Sed Euismod Nisi Porta.

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Pellentesque urna dolor, ullamcorper varius mi ut, dignissim volutpat tortor. Sed sed nibh ex.

Placerat In Egestas Erat Imperdiet Sed Euismod Nisi Porta.

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Pellentesque urna dolor, ullamcorper varius mi ut, dignissim volutpat tortor. Sed sed nibh ex.

Tag: UK

FTSE Women Leaders Review Launch

UK closes in on 40% women at board level

Key highlights from the report include:

Where we are

Deloitte and 30% Club reveal latest global women in the boardroom stats

Progress but it's slow

Key higlights from the report include:

Where we are

Women are the most likely changemakers for climate action

Stronger together

Where we are

Coming Soon: 30% Club Podcast

Where we are

Meet our new 30% Club Scholar

Where we are

Meet our Mentees

Placerat In Egestas Erat

Placerat In Egestas Erat Imperdiet Sed Euismod Nisi Porta.

Placerat In Egestas Erat Imperdiet Sed Euismod Nisi Porta.

Placerat In Egestas Erat Imperdiet Sed Euismod Nisi Porta.

Join us