GBRW CW Corporate Leaflet_FINAL
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The Global Board Ready Women initiative aims to identify senior women executives and professionals to promote gender diversity in corporate leadership. It maintains a searchable database of over 8,000 pre-screened women with relevant experience. The database can help companies and recruiters easily find qualified women candidates for board positions. Research shows that gender diverse boards improve corporate governance and lead to greater business success, with companies seeing higher returns and stronger stock performance.
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- Women's participation in education has greatly increased globally over recent decades, especially in developing economies, with females now enrolling in tertiary education at higher rates than males in many countries. However, this progress is not reflected in business graduate intakes or senior management roles.
- On average, just 21% of business graduate hires globally are women, and the proportion of women in senior management has stagnated at 24% despite greater numbers of educated women.
- There are significant variations between regions and industries, with women comprising over half of senior roles only in education and social services but far fewer in industries like technology. This suggests businesses may be missing out on talent that could boost their growth.Why Boards Need More Women
Why Boards Need More WomenNow Dentons
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The document discusses initiatives taken to increase the percentage of women on corporate boards. It notes that some countries, like Norway, have implemented gender quotas that require a certain percentage of board seats be held by women. Other countries and organizations have adopted "comply or explain" rules which require companies to disclose their gender diversity policies and objectives or explain why they lack diversity. While there is debate around quotas, research suggests boards with greater gender diversity have strategic and financial performance advantages over homogeneous boards.The national conversation2015
The national conversation2015Terri Friel
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1. Having women on corporate boards provides financial benefits to organizations as women help add diversity of thought and experience.
2. Women are less overconfident in negotiations, which can result in better deals for mergers and acquisitions.
3. At least three women on a board is needed to see full effects, but even one woman can make a positive difference.
4. Women face barriers to advancing into board positions and often need to be more qualified, so efforts are needed to identify and appoint competent women directors.Women in the boardroom deloitte 012011
Women in the boardroom deloitte 012011Kevin Carter
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Women representation on corporate boards is a topic of global discussion. This document provides an overview of initiatives around the world to increase the number of women on boards, both through legal requirements and voluntary measures. It profiles 16 countries and their different approaches. Three prominent directors provide their views, representing companies in North America, Europe, and Asia. They believe that while quotas may drive compliance, the focus should be on finding the best qualified candidates with the skills needed regardless of gender. Diversity improves board performance when it considers a variety of backgrounds and experiences.Women In The Boardroom Deloitte 012011
Women In The Boardroom Deloitte 012011jhaymeewilson
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A document on women on corporate boards from a global perspective was summarized. It provides country profiles on the representation of women on boards in 16 countries. Key initiatives to increase gender diversity are noted, such as quotas in some countries like France. Statistics show the percentage of women on boards remains low in many countries like Germany and Australia. Overall the document presents an overview of efforts globally to address the lack of gender diversity in corporate boardrooms.Women in the boardroom deloitte 012011
Women in the boardroom deloitte 012011WomenCeo
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France has introduced quotas requiring publicly traded companies to have at least 40% of board seats held by women by 2017. Other initiatives include a public database of qualified female candidates for board positions. Currently, women hold about 20% of board seats in publicly traded French companies.The Business Case of Gender Diversity and the UN Women Empowerment Principles
The Business Case of Gender Diversity and the UN Women Empowerment PrinciplesAnke Domscheit-Berg
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The document discusses the significant market power of women, highlighting their influence over consumer decisions and the economic implications of gender diversity in leadership. It stresses the need for increased female participation in the workforce to combat potential workforce shortages and improve corporate performance, as companies with more women in leadership roles tend to perform better. The paper also outlines UN Women Empowerment Principles and McKinsey's recommendations for promoting gender equality in the corporate world.BBP_11_24
BBP_11_24Susan Bloch
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The document summarizes research on the impact of women on corporate boards. It conducted interviews with 102 corporate directors from around the world to understand their perspectives. The directors believe that women contribute differently than men in ways that make boards more effective, such as bringing a diversity of perspectives and asking more questions. However, women still make up a small percentage of directors globally. Standard recruitment practices and a lack of effort to recruit women contribute to the slow pace of change.Making the Business Case for Gender Equity
Making the Business Case for Gender EquityKelly Services
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The document discusses the critical importance of gender equity in the workplace, highlighting how businesses tend to perform better when both men and women contribute equally at senior levels. It presents statistics indicating that while women are well-represented at junior levels, their presence significantly diminishes in senior roles, particularly in the Asia-Pacific region. It emphasizes that promoting gender diversity not only enhances organizational performance but also addresses talent retention and market competitiveness.Latvija riga 16.8.2013
Latvija riga 16.8.2013Tuulikki Juusela
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The document discusses gender equality and empowering women in business and society. It provides statistics on women's representation in government and the workforce in various countries. It also outlines best practices from Nordic countries that have small gender gaps and high birth rates, such as comprehensive education, parental leave policies, and laws against discrimination. The document advocates applying a gender lens in business to promote diversity and notes research showing companies with more women leaders are more profitable. It discusses women's empowerment principles and building diverse workforces. CEO statements express support for advancing equality between women and men to benefit business and society.The Better Boards Report - Exploring the Impact of Women on Boards
The Better Boards Report - Exploring the Impact of Women on BoardsCate Goethals
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The directors interviewed believe that women contribute differently and positively to board effectiveness in several ways:
1. Women bring more diversity in terms of gender, age, experience, and perspective which leads to more robust debates.
2. Women are more likely to ask different types of questions that spur deeper discussion of issues like human impacts, ethics, and long-term implications.
3. Women adopt a more collaborative approach that fosters relationship building and encourages contributions from all directors.BBP Women on Boards Final Dec 2014
BBP Women on Boards Final Dec 2014Cate Goethals
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Women are seen to contribute differently and positively to boardroom discussions and effectiveness according to the directors interviewed. Women were said to bring more diversity in terms of gender, experience, and perspective. They were also noted as asking more questions to fuel fuller discussions, with a focus on human factors and implementation. Women were described as more collaborative and likely to listen before synthesizing arguments. Their presence was linked to better quality debates overall.Future opportunities, BPW Latvija, Riga 16.8.2013
Future opportunities, BPW Latvija, Riga 16.8.2013Tuulikki Juusela
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This document summarizes information about gender equality and women's empowerment from various sources. It discusses statistics about women in politics in Latvia and other Nordic countries. It also outlines strategies that Nordic countries have used to promote gender equality, such as parental leave policies and funding for education. Additionally, it discusses principles for empowering women in the workplace, such as establishing leadership for gender equality and promoting women's enterprise development.The New Business Imperative: Recruiting, Developing and Retaining Women in th...
The New Business Imperative: Recruiting, Developing and Retaining Women in th...Kip Michael Kelly
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The document discusses the evolving role of women in the workforce, highlighting the increase in women's participation, especially in leadership roles, while also addressing the persisting gaps in pay and opportunities compared to men. It emphasizes the importance of organizations implementing effective strategies for recruiting, developing, and retaining women leaders to close these gaps and enhance their bottom line. Additionally, it presents steps that HR and talent management professionals can take to support this imperative, such as assessing organizational gaps and offering workplace flexibility.CBDC Welcomes Federal Budget Announcement - English
CBDC Welcomes Federal Budget Announcement - EnglishMichelle Aguayo
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The Canadian Board Diversity Council welcomed the federal government's budget announcement to increase the number of women on corporate boards as directors retire. The Council aims to have 20% of board seats held by women by 2013, up from the current 15%. With approximately 563 of 3,755 board seats currently held by women, 188 additional seats need to be filled by women to reach the 20% target. The Council believes the pace of change towards more diverse boards has been too slow, and supports appointing at least one diverse director for every three retiring directors.Attain development intro
Attain development intro Yvonne Lumley
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Following the Davies Report, Attain Development helps organizations appoint more women to executive and board level positions in a value-creating way. They analyze appointments, propose strategies to strengthen the executive talent pool, and design programs to equip high potential women with skills to succeed at board level. Attain Development consists of Executive Coach Yvonne Lumley and Change Consultant Gillian Morley who have experience developing leaders in various sectors.Attain Development Intro
Attain Development Introyvonnelumley
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Following the Davies Report, Attain Development helps organizations appoint more women to executive and board level positions in a value-creating way. They analyze appointments, propose strategies to strengthen the executive talent pool, and design programs to equip high potential women with skills to succeed at board level. Attain Development consists of experienced coaches and consultants who develop senior individuals and leadership excellence to improve company results.rinky.docx
rinky.docxTusharKanta8
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This document discusses women in leadership positions globally. It provides statistics on the share of women in senior management roles by region. While progress has been made, women remain underrepresented at higher levels of management. For example, the share of women CEOs is still low in many countries. The document also outlines some common characteristics of women's leadership styles, such as a transformational approach and emphasis on collaboration. It argues that promoting women's participation in leadership is important for organizations to function effectively in the modern world.Ad
GBRW CW Corporate Leaflet_FINAL
- 1. Join Global Board Ready Women Are you looking to improve business performance? Are you planning to improve gender diversity on your board?
- 2. How Global Board Ready Women can benefit your organisation Women are underrepresented in leadership roles, holding less than 20% of top board and government positions in many countries, yet companies with more diverse boards have proved to be highly successful. Womens participation in decision-making leads to greater equality and can significantly impact on business growth and economic development. Global Board Ready Women is an international initiative to identify senior women executives and professionals and improve business performance through promoting diverse corporate governance. Started by the European Business Schools/Women on Board Taskforce, Global Board Ready Women is supported by the European Commission, Forte Foundation and the Financial Times Non-Executive Directors Club. The Commonwealth is working in partnership with Global Board Ready Women to increase the visibility of women business leaders from its member countries. The Global Board Ready Women Searchable Database can help boost your business success. Why join? Searchable database of 8,000 vetted women executives and professionals Easy access to the skills your organisation requires Free membership while searching for candidates Current information on pre-screened candidates Representation from across the Commonwealth including small states and developing countries Increased visibility for your organisation as part of this Commonwealth-wide initiative About the Global Board Ready Women Searchable Database This searchable database on LinkedIn provides executive search firms and organisations looking to make board appointments with a list of qualified women. Companies and recruiters can
- 3. easily search and identify those whose experience most closely matches their requirements and can contact them directly. Quality candidates All women registered as part of the Global Board Ready Women searchable database on LinkedIn must meet certain eligibility criteria. In compiling the database of Global Board Ready Women, candidates are reviewed against a robust selection process. Candidates should have at least five years experience in one or a combination of the following roles: Chair and/or non-executive director of a listed or private corporation; Chief Executive Officer, Chief Operating Officer, Chief Financial Officer or other C-suite executive or director-level appointment in a listed or private corporation; Family member and controlling shareholder of board of a large family company; Director of a government agency; Director of a non-profit organisation; Senior professional in an institutional investment community; Senior partner in professional company serving a board and committee as a client; Entrepreneur; Leading academic with relevant experience. The value of women on boards Improved corporate performance Companies with the highest gender diversity teams see a much higher return on equity (10%), a higher operating result (48%) and a stronger stock price growth (70%) (McKinsey 2007). Better corporate governance Companies with more women on their boards see better corporate governance and ethical behaviour (Franke 1997). Competitive advantage Women can drive up to 70% of household spending decisions and can therefore bring knowledge to create products and services better tailored to customer need (Commonwealth Secretariat 2013). Investment in the Third Billion A billion women will enter the global economy by 2020 and have the ability to add significant value (Booz Co 2012). Improved socio-economic status Investing in women leaders has a major impact on a countrys GDP and the welfare of subsequent generations (Booz Co 2012).
- 4. Contact us To gain access to the database to view long and short listings and for all enquiries, please contact the Group Manager: Heidi Gains, heidi.gains@ ft.com This group is administered by the Financial Times Non-Executive Directors Club. For more information about the group and how to join, please visit: http://www.linkedin.com/ groups/Global-Board-Ready- Women-4677558/about We are particularly interested in hearing from the following companies: Listed companies Non-listed private companies Public corporations Non-governmental organisations If you are a business school, university or professional organisation and would like to support this initiative through promoting the Global Board Ready Women searchable database to your alumni or by becoming a vetting institution please contact the Group Manager. Approved organisations will receive a unique code to give to women among their alumni to use when applying to the Global Board Ready Women searchable database. Supporting organisations will also be listed on the website www. globalboardreadywomen.com Companies may be contacted after securing a candidate to monitor the progress of this initiative. This leaflet has been produced in conjunction with the Commonwealth to increase womens leadership for economic empowerment and gender equality www. thecommonwealth.org Commonwealth Secretariat Marlborough House Pall Mall London SW1Y 5HX United Kingdom