102


John Lewis Partnership plc Annual Report and Accounts 2015 Chairman’s Nominations Committee report (continued)


Alan Buchanan was appointed as Interim Director of Legal Services and Company Secretary with effect from 31 July 2014 and subsequently the Committee oversaw the recruitment process for the permanent position which resulted in the appointment of Keith Hubber as General Counsel and Company Secretary with effect from 1 February 2015.


Hedley May were chosen as the external search consultancy to assist with the search for suitable candidates both for the interim and permanent positions. Hedley May have no other connection with the Partnership.


Diversity and Inclusion Policy


As part of its oversight of the recruitment of Executive Directors and the General Counsel and Company Secretary, the Chairman’s Nominations Committee ensures that candidates are considered on merit and against objective criteria, and with due regard for the benefits of diversity on the Board, including gender. The Partnership has a Diversity and Inclusion Policy which applies to all Partners and a clear action plan which aims to encourage an inclusive and vibrant community of Partners. During the year under review, the Partnership Board monitored progress against the plan and obtained assurance on compliance with the Diversity and Inclusion Policy. The Partnership Board has adopted a Diversity Statement, as set out to the right, regarding the composition of the Partnership Board, the aims of which are supported by the Diversity and Inclusion Policy.


Diversity statement


We are an inclusive business which stems from our ownership model and our Constitution. Being an inclusive business goes to the heart of our ultimate purpose: the happiness of our members through their worthwhile and satisfying employment in a successful business.


a The composition of the Partnership Board should reflect the diverse population of the Partnership.


a All Board appointments are based on merit against objective criteria in order to enhance the Board’s overall effectiveness.


a Maintain a healthy balance of female Directors on the Partnership Board. Our current ratio is 40% women.


a Candidates for appointment as Non- Executive Directors will be drawn from diverse sources and ‘long lists’ will always include female and minority candidates.


a We will only use search firms who have signed up to the voluntary code of conduct on gender diversity and best practice.


The Partnership has a Diversity and Inclusion policy which applies to all Partners and we have a clear action plan which aims to encourage an inclusive and vibrant community of Partners. Our Partnership Board Diversity policy reflects that policy. The Board policy has the following objectives:


a Successful Non-Executive Director candidates will be committed to the Partnership’s values, principles and ethos and have a strong practical and commonsense approach.


a Our pipeline of internal board talent will have opportunities to gain experience and an understanding of working inclusively, and not just within our own business.


a Measurement against these objectives and assurance on broader Partnership diversity is reported annually to the Board.


a The Chairman’s Nominations Committee monitors the structure, size and composition of the Board to ensure due regard is given to diversity.


The Partnership Board recognises and embraces the benefits of having a diverse Partnership Board and the principles of the Diversity and Inclusion Policy apply equally to the Board. As at the date of this report, six of the 15 members of the Partnership Board are female.


Through the Chairman’s Nominations Committee, the structure, size, composition and balance of the Board (including skills, knowledge, experience and backgrounds) are monitored, to ensure that when considering Board candidates, due regard is given to the benefits of diversity, including gender, ethnicity and other characteristics protected by the provisions of the Equality Act 2010.


Ultimately, all Board appointments are made on merit against objective criteria in the context of the skills and experience required for them to be effective. It is not the Board’s policy to set specific targets by legally protected characteristics such as gender.


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