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The study found that women’s chances of being hired improved by 13% in female-led vs male-led firms. Indeed, Helen cites a study that investigated hiring practices in US law firms. Networking is very important to individual career advancement and for finding new jobs.
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Female leaders can act as mentors to women in more junior roles, helping them to navigate the workplace and build professional networks.
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“Many studies have found an association between gender-diverse leadership teams and better pay and career prospects for women further down the company hierarchy,” Helen explains. Companies with gender-diverse boards are more likely to have a better understanding of their customers and clients, many of whom will be women. In the first instance, a variety of perspectives, backgrounds and experiences can be key to a company’s success, and one way to harness these varying perspectives is through gender diversity. WHAT ARE THE BENEFITS OF HAVING WOMEN ON EXECUTIVE BOARDS?īetter female representation on boards has positive consequences throughout the company. Her goal is to understand why some countries do better than others and how the UK can improve gender diversity on company boards. Helen is a social policy analyst investigating the impact that government social policies have on female representation in the business world. But, in some countries, employees can also vote in others, the board of directors appoints new members. In most cases, it is the shareholders who vote on the directors they would like to hire (or fire).
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“The board is responsible for making important business decisions, such as how to invest profit and setting company targets.”ĭifferent countries appoint directors to company boards in different ways. “Large businesses often have a board of directors that represents the interests of the company’s owners or shareholders,” says Dr Helen Kowalewska, based at the University of Oxford’s Department of Social Policy and Intervention in the UK. While the number of women on company boards is heading in the right direction in the UK, women at the top decision-making level are still underrepresented, with men making up the majority. By 2011, 12.5% of FTSE 100 board positions were held by women and, in 2018, that figure rose to 29%. It was in 1997 when Marjorie Scardino became the first woman to head a FTSE 100 company. For example, if women are underrepresented on company boards then it means there are far fewer women than men at the top decision-making level UNDERREPRESENTATION – Insufficient or disproportionally low representation. SOCIAL OR WELFARE POLICY – guidelines, principles, legislation, and activities that meet human needs for security, education, work, health and well-being GENDER DIVERSITY – gender diversity in the workplace commonly refers to an equal or near-equal ratio of men and women in a company There are also FTSE 250 and FTSE 350 companies, which include the FTSE 100 index
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BOARD OF DIRECTORS (OR BOARDROOM) – a committee that represents the owners or shareholders of a company and makes important business decisionsīOARDROOM QUOTA – quotas or targets for increasing the proportion of women in the boardroomĮXECUTIVE – the definition of ‘executive’ differs from company to company but, in general, executive-level jobs include business owners, presidents (or vice-presidents) of a company, and chief executive officers (CEOs)įTSE 100 – the Financial Times Stock Exchange 100, also known as the FTSE 100 (or, informally, ‘Footsie’) is an index of the 100 companies listed on the London Stock Exchange with the highest-value shares.