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The Gender Diversity Scorecard

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The Gender Diversity Scorecard

  1. 1. GENDER DIVERSITY SCORECARD
  2. 2. 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)
  3. 3. 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.
  4. 4. One response is quotas. The EU now has a target of 40% of women non-executive board members for publicly-listed companies by 2020.
  5. 5. 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.
  6. 6. 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. .
  7. 7. The Gender Diversity Scorecard
  8. 8. 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.
  9. 9. 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 change Sensitive to the context of the organisation Makes a serious impact on the gender diversity issue
  10. 10. A way of supporting organisations to create change. Provide feedback on existing processes Assist in creating sponsor relationships and mentoring networks Showcase examples of effective diversity initiatives Creating a recognition structure to recognise excellence
  11. 11. 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.
  12. 12. Amanda Childs Siemens Joanne Davis WV Financial Services Alka Randev Macquarie Equipment Finance Stephanie Strickland The Leasing Foundation Gail Taylor DWF Rachael Woods CIT
  13. 13. leasingfoundation.org/gender-diversity-scorecard/ leasingfoundation.org/online-scorecard

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