Schroders tilkendegiver, at de har advaret FTSE 100-formænd om, at de fra næste år vil bruge deres aktionærstemmer til at presse virksomheder, der ikke har opfyldt bestyrelsens mangfoldighedsmål.
Parker Review er en uafhængig gennemgang af, hvordan man kan forbedre den etniske og kulturelle mangfoldighed i britiske bestyrelser for bedre at afspejle deres medarbejderbase og de samfund, de tjener. Rapporten opstiller mål og tidsplaner for at tilskynde til større mangfoldighed og giver praktiske værktøjer til at hjælpe virksomhedsledere med at løse problemet.
Den seneste opdatering – offentliggjort af Sir John Parker, EY og Department of Business, Energy & Industrial Strategy i februar 2020 – viste, at 37 pct. af de adspurgte virksomheder (31 ud af 83 virksomheder) ikke havde nogen etnisk minoritetsrepræsentation i deres bestyrelser.
Det billede markerer skridt i den rigtige retning. I 2016 havde mere end 50 pct. (51 ud af 100 analyserede virksomheder) ingen etnisk minoritetsrepræsentation i deres bestyrelser.
Der er dog behov for mere handling.
Billede fra Schroders
Schroders tilgang
I forhold til Schroders tilgang, skriver de:
“In November, Schroders wrote to FTSE100 chairs on the topic of ethnic diversity. In our letter we made clear our expectations that those large companies should ensure a level of ethnic diversity on their boards.
We sent a separate letter to those companies identified as meeting the expectation of having at least one ethnic minority director on the board.
This reiterated that we do not expect a “one and done” situation for board diversity. Progress should not stop there.
To ensure the sustainability of the pipeline of diverse director candidates it is imperative that companies are developing a robust board candidate pipeline and plan for succession, and that they encourage and support candidates to take on board roles.
We expect companies to set targets for executive level ethnic diversity, underpinned by a robust strategy to achieve them, track progress against these and regularly report this to the board and investors.
When operating in countries where they cannot collect ethnicity data, companies should consider other metrics which can be used to track progress on creating an inclusive culture.”
I artiklen beskriver de tilmed deres kommende planer. Læs mere her:
https://www.schroders.com/en/us/institutional/insights/sustainability/taking-action-against-all-white-boards-in-the-uk/
