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FTSE 100 Falls Short on Diversity at the Top With Just Eight Female CEOs, Report Says -- Financial News
FTSE 100 Falls Short on Diversity at the Top With Just Eight Female CEOs, Report Says -- Financial News
DJ FTSE 100 Falls Short on Diversity at the Top With Just Eight Female CEOs, Report Says -- Financial News
By Emily Nicolle
Of Financial News
Only eight of the City's top 100 businesses are run by women, as firms fail to make strides toward greater diversity among the highest ranks.
The proportion of female executive directors across the FTSE 100 has flatlined at 14% for the second consecutive year, according to a report by Cranfield School of Management on Thursday.
Research conducted for the year to July 20 found the group of top listed companies had only eight female chief executives, including NatWest Group PLC's Alison Rose and Aviva PLC's Amanda Blanc, and 15 chief financial officers or finance directors.
While the proportion of female nonexecutive directors on FTSE 100 boards was at an all-time high at 44%, with 14% of chairs and 35% of those chairing board committees being women, there are still too few women in senior leadership positions such as chair, chief executive and chief financial officer, the report says.
Alison Kay, EY's managing partner for client service in the U.K. and Ireland said the latest research shows that progress in executive roles is "actually far more of an important metric than the number of women on boards as a whole."
"The lack of female representation in executive roles is particularly striking, especially when the presence of women in senior positions, critically the role of CEO and chairperson, was noted to be a strong and influential driver," said Ms. Kay.
Firms across financial services have been urged to do more to tackle diversity issues, as the Financial Conduct Authority and the Bank of England consider enshrining such aims within regulation.
Policymakers have proposed that executives should be required to tie their pay to meeting inclusion targets, making those at the top directly accountable for falling short.
"Tracking and measuring diversity against targets are now a bare minimum on this agenda for all companies, but steps to uncover the invisible barriers to career progression for women and drive inclusion are the real game changers," Ms. Kay said.
Industry-wide initiatives to combat the lack of gender diversity across the FTSE 350 have largely floundered during the pandemic.
More than half of the firms signed up to boost the number of women in top roles as part of the Women in Finance Charter last year failed to do so within that timeframe, including City stalwarts such as Credit Suisse AG, Deloitte LLP and PricewaterhouseCoopers.
In the FTSE 100, drinks firm Diageo PLC was the leading company when it came to diversity, with 60% of board positions filled by women. Online grocery challenger Ocado Group PLC's board was bottom of the list, at only 17%.
Cranfield's Female FTSE Board Report recommended that more company boards prioritize succession planning and talent management, using a meritocratic approach to create greater gender balance.
"Women on boards encourage the appointment of women into executive roles, and the other way around. Talent management and robust succession planning are vital if women and other diverse people are to be promoted into executive roles," said Sue Vinnicombe, professor of women and leadership at Cranfield, the report's lead author.
"There is clearly now a pipeline of experienced women non-executive directors, so why are so few of them promoted to leadership of the board? I am sure that all chairs and CEOs of FTSE companies understand the business case for gender diversity at an intellectual level, but do they really believe in it, and are they willing to invest serious effort into achieving it?"
Website: www.fnlondon.com
(END) Dow Jones Newswires
October 07, 2021 06:38 ET (10:38 GMT)
Copyright (c) 2021 Dow Jones & Company, Inc.
DJ FTSE 100 Falls Short on Diversity at the Top With Just Eight Female CEOs, Report Says -- Financial News
报道称,DJ富时100指数成份股公司(DJ FTSE 100)高层缺乏多样性,只有8名女性首席执行官--财经新闻
By Emily Nicolle
艾米丽·尼科尔(Emily Nicolle)
Of Financial News
《财经新闻》
Only eight of the City's top 100 businesses are run by women, as firms fail to make strides toward greater diversity among the highest ranks.
在伦敦金融城排名前100位的企业中,只有8家是由女性经营的,因为公司未能在最高层之间朝着更大的多样性迈进。
The proportion of female executive directors across the FTSE 100 has flatlined at 14% for the second consecutive year, according to a report by Cranfield School of Management on Thursday.
克兰菲尔德管理学院(Cranfield School Of Management)周四发布的一份报告显示,富时100指数成份股公司中,女性执行董事的比例连续第二年持平于14%。
Research conducted for the year to July 20 found the group of top listed companies had only eight female chief executives, including NatWest Group PLC's Alison Rose and Aviva PLC's Amanda Blanc, and 15 chief financial officers or finance directors.
对截至7月20日的一年进行的研究发现,这家顶级上市公司只有8名女性首席执行官,包括NatWest Group PLC的艾莉森·罗斯(Alison Rose)和英杰华(Aviva PLC)的阿曼达·布兰克(Amanda Blanc),以及15名首席财务官或财务总监。
While the proportion of female nonexecutive directors on FTSE 100 boards was at an all-time high at 44%, with 14% of chairs and 35% of those chairing board committees being women, there are still too few women in senior leadership positions such as chair, chief executive and chief financial officer, the report says.
报告称,尽管富时100指数(FTSE 100)成分股公司董事会中女性非执行董事的比例达到44%的历史最高水平,14%的董事长和35%的董事会委员会主席是女性,但担任董事长、首席执行官和首席财务官等高级领导职位的女性仍然太少。
Alison Kay, EY's managing partner for client service in the U.K. and Ireland said the latest research shows that progress in executive roles is "actually far more of an important metric than the number of women on boards as a whole."
安永(EY)负责英国和爱尔兰客户服务的管理合伙人艾莉森·凯(Alison Kay)表示,最新研究表明,高管职位的进步“实际上比董事会中的女性人数更重要。”
"The lack of female representation in executive roles is particularly striking, especially when the presence of women in senior positions, critically the role of CEO and chairperson, was noted to be a strong and influential driver," said Ms. Kay.
凯说,“高管职位中缺乏女性代表的情况尤其引人注目,尤其是当女性担任高级职位时,尤其是首席执行官和董事长的角色,被认为是一个强有力的、有影响力的驱动力。”
Firms across financial services have been urged to do more to tackle diversity issues, as the Financial Conduct Authority and the Bank of England consider enshrining such aims within regulation.
随着金融市场行为监管局(FCA)和英国央行(Bank Of England)考虑将此类目标纳入监管,金融服务行业的公司已被敦促采取更多措施解决多样性问题。
Policymakers have proposed that executives should be required to tie their pay to meeting inclusion targets, making those at the top directly accountable for falling short.
政策制定者提议,应该要求高管将他们的薪酬与实现包容性目标挂钩,让那些最高层对达不到目标直接负责。
"Tracking and measuring diversity against targets are now a bare minimum on this agenda for all companies, but steps to uncover the invisible barriers to career progression for women and drive inclusion are the real game changers," Ms. Kay said.
凯说,“跟踪和衡量针对目标的多样性,现在几乎是所有公司议程上的最低要求,但揭开女性职业发展的无形障碍,推动包容性才是真正的游戏规则改变者。”
Industry-wide initiatives to combat the lack of gender diversity across the FTSE 350 have largely floundered during the pandemic.
在这场大流行期间,全行业打击富时350指数(FTSE 350)缺乏性别多样性的举措在很大程度上陷入了困境。
More than half of the firms signed up to boost the number of women in top roles as part of the Women in Finance Charter last year failed to do so within that timeframe, including City stalwarts such as Credit Suisse AG, Deloitte LLP and PricewaterhouseCoopers.
去年,超过一半的公司签署了增加女性担任最高职位的人数,作为女性参与金融宪章的一部分,但未能在这一时间框架内做到这一点,包括瑞士信贷(Credit Suisse AG)、德勤(Deloitte LLP)和普华永道(Pricewaterhouse Coopers)等伦敦金融城的中坚力量。
In the FTSE 100, drinks firm Diageo PLC was the leading company when it came to diversity, with 60% of board positions filled by women. Online grocery challenger Ocado Group PLC's board was bottom of the list, at only 17%.
在富时100指数成份股公司中,饮料公司帝亚吉欧是多元化方面的领头羊,60%的董事会职位由女性担任。在线杂货挑战者Ocado Group PLC的董事会在榜单中垫底,仅占17%。
Cranfield's Female FTSE Board Report recommended that more company boards prioritize succession planning and talent management, using a meritocratic approach to create greater gender balance.
克兰菲尔德的富时指数(FTSE)女性董事会报告建议,更多的公司董事会应优先考虑继任规划和人才管理,采用任人唯贤的方式创造更大的性别平衡。
"Women on boards encourage the appointment of women into executive roles, and the other way around. Talent management and robust succession planning are vital if women and other diverse people are to be promoted into executive roles," said Sue Vinnicombe, professor of women and leadership at Cranfield, the report's lead author.
该报告的主要作者、克兰菲尔德大学(Cranfield)女性与领导力教授苏·维尼科姆(Sue Vinnicombe)表示:“董事会中的女性成员鼓励任命女性担任高管职位,反之亦然。如果女性和其他不同的人要晋升为高管职位,人才管理和强有力的继任规划至关重要。”
"There is clearly now a pipeline of experienced women non-executive directors, so why are so few of them promoted to leadership of the board? I am sure that all chairs and CEOs of FTSE companies understand the business case for gender diversity at an intellectual level, but do they really believe in it, and are they willing to invest serious effort into achieving it?"
“现在显然有一批经验丰富的女性非执行董事,那么为什么很少有人被提拔为董事会领导人呢?我相信富时指数(FTSE)成分股公司的所有董事长和首席执行官都在智力层面上理解性别多元化的商业理由,但他们真的相信这一点吗?他们愿意投入认真的努力来实现这一目标吗?”
Website: www.fnlondon.com
网址:www.fnlondon.com
(END) Dow Jones Newswires
(完)道琼通讯社
October 07, 2021 06:38 ET (10:38 GMT)
2021年10月7日06:38美国东部时间(格林尼治标准时间10:38)
Copyright (c) 2021 Dow Jones & Company, Inc.
版权所有(C)2021年道琼斯公司
moomoo是Moomoo Technologies Inc.公司提供的金融信息和交易应用程序。
在美国,moomoo上的投资产品和服务由Moomoo Financial Inc.提供,一家受美国证券交易委员会(SEC)监管的持牌主体。 Moomoo Financial Inc.是金融业监管局(FINRA)和证券投资者保护公司(SIPC)的成员。
在新加坡,moomoo上的投资产品和服务是通过Moomoo Financial Singapore Pte. Ltd.提供,该公司受新加坡金融管理局(MAS)监管(牌照号码︰CMS101000) ,持有资本市场服务牌照 (CMS) ,持有财务顾问豁免(Exempt Financial Adviser)资质。本内容未经新加坡金融管理局的审查。
在澳大利亚,moomoo上的金融产品和服务是通过Futu Securities (Australia) Ltd提供,该公司是受澳大利亚证券和投资委员会(ASIC)监管的澳大利亚金融服务许可机构(AFSL No. 224663)。请阅读并理解我们的《金融服务指南》、《条款与条件》、《隐私政策》和其他披露文件,这些文件可在我们的网站 https://www.moomoo.com/au中获取。
在加拿大,通过moomoo应用提供的仅限订单执行的券商服务由Moomoo Financial Canada Inc.提供,并受加拿大投资监管机构(CIRO)监管。
在马来西亚,moomoo上的投资产品和服务是通过Moomoo Securities Malaysia Sdn. Bhd. 提供,该公司受马来西亚证券监督委员会(SC)监管(牌照号码︰eCMSL/A0397/2024) ,持有资本市场服务牌照 (CMSL) 。本内容未经马来西亚证券监督委员会的审查。
Moomoo Technologies Inc., Moomoo Financial Inc., Moomoo Financial Singapore Pte. Ltd., Futu Securities (Australia) Ltd, Moomoo Financial Canada Inc.,和Moomoo Securities Malaysia Sdn. Bhd.是关联公司。
风险及免责提示
moomoo是Moomoo Technologies Inc.公司提供的金融信息和交易应用程序。
在美国,moomoo上的投资产品和服务由Moomoo Financial Inc.提供,一家受美国证券交易委员会(SEC)监管的持牌主体。 Moomoo Financial Inc.是金融业监管局(FINRA)和证券投资者保护公司(SIPC)的成员。
在新加坡,moomoo上的投资产品和服务是通过Moomoo Financial Singapore Pte. Ltd.提供,该公司受新加坡金融管理局(MAS)监管(牌照号码︰CMS101000) ,持有资本市场服务牌照 (CMS) ,持有财务顾问豁免(Exempt Financial Adviser)资质。本内容未经新加坡金融管理局的审查。
在澳大利亚,moomoo上的金融产品和服务是通过Futu Securities (Australia) Ltd提供,该公司是受澳大利亚证券和投资委员会(ASIC)监管的澳大利亚金融服务许可机构(AFSL No. 224663)。请阅读并理解我们的《金融服务指南》、《条款与条件》、《隐私政策》和其他披露文件,这些文件可在我们的网站 https://www.moomoo.com/au中获取。
在加拿大,通过moomoo应用提供的仅限订单执行的券商服务由Moomoo Financial Canada Inc.提供,并受加拿大投资监管机构(CIRO)监管。
在马来西亚,moomoo上的投资产品和服务是通过Moomoo Securities Malaysia Sdn. Bhd. 提供,该公司受马来西亚证券监督委员会(SC)监管(牌照号码︰eCMSL/A0397/2024) ,持有资本市场服务牌照 (CMSL) 。本内容未经马来西亚证券监督委员会的审查。
Moomoo Technologies Inc., Moomoo Financial Inc., Moomoo Financial Singapore Pte. Ltd., Futu Securities (Australia) Ltd, Moomoo Financial Canada Inc.,和Moomoo Securities Malaysia Sdn. Bhd.是关联公司。
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