GLOBAL LEADERSHIP
The report found that around 175 companies are still well
adrift from the 33 per cent target and there remain 44 All-Male Executive Committees. Unless half of all available roles go to women this year, the FTSE 350 will not achieve the target for women in leadership positions by the end of 2020. Dame Fairbairn says that the benefits of a diverse boardroom
have been proven many times, from improved decision-making to increased profits. She warns, however, that if all-male boards are to become a thing of the past, firms must not take their foot off the pedal. “While firms are speeding ahead in the boardroom, they are
making less progress on the executive pipeline,” she says. “We are still seeing too few women in senior leadership positions, whether as CEO or running divisions.” She adds: “All firms should ensure they have diverse shortlists
and that they’re doing everything possible to support people from all walks of life in their careers, from ground floor to boardroom.”
Speakers like these will be talking about trust and social responsibility at the Festival of Global People on 12 May 2020
CASE STUDY – RICOH
“You have got to create an environment where people feel valued,” says Mr Moloney. “You can only manage change effectively if you listen to your staff. We have round tables which cross gender and age divides so that we can hear different voices.” He adds that it is important to make sure that
you are well-balanced in terms of diversity because it reflects your diverse customers base and gives your business more longevity as a result. “Driving up diversity and recruiting from a wide pool has to come from the top and via proactive action,” he says. “Five years ago, Ricoh started to have more
female leaders on our leadership programme than men. We wanted to take positive action on gender, age, ethnic background and LGBT+. Without a diverse spread of leaders from different backgrounds, a modern business won’t be able to compete in the future.”
cosy WINTER SEASON BEGINS
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LIVING-HOTELS.COM
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