Search Results | Showing 1 - 10 of 26 results for "gender balance" |
| | | ... Sustainability previously reported that BlackRock watered down its proxy voting guidelines for 2025, ditching its 30% gender balance target in favour of a request for companies to simply explain how diversity fits into their board composition strateg ... |
| | | | ... (IPOs). BlackRock, the world's largest asset manager, revised its proxy voting guidelines for 2025, from 30% gender balance to a suggestion that investible companies explain how diversity is integrated into board composition relative to their strategies. ... |
| | | | ... ago, HESTA was voting against the appointment of all-male boards. Now just 30 female directors are needed to reach gender balance in the ASX200. Gender balance in leadership can improve decision-making and company performance, benefitting retirement ... |
| | | | ... parity across the board. Simon Gvalda, specialist ESG recruiter at Kaizen Recruitment said that in ESG roles the gender balance "is a lot more balanced than we see the broader financial services industry being". According to the firm's internal database ... |
| | | | ... targets, according to 40:40 Vision chair Debby Blakey. The HESTA initiative encourages ASX300 companies to achieve a gender balance of 40% men and 40% women in executive leadership teams by 2030. Lucy Steed, CEO of Melior Investment Management, says ... |
| | | | The Responsible Investment Association Australasia (RIAA) has named 10 Responsible Super Fund Leaders, while noting that MySuper products of super funds demonstrating leading responsible investment practice outperformed those of non-leaders on average ... |
| | | | ... address the gender pay gap, workplace culture, discrimination, and gender imbalance in leadership, with a goal for gender balance in ASX 300 leadership structures, including boards and executive teams, by 2030. For the upcoming voting season, HESTA will ... |
| | | | ... discussions on issues including the gender pay gap, domestic violence policies, parental leave policies, board gender balance, and workplace sexual harassment. Target setting, reporting, and managing the talent pipeline, were identified as key priorities ... |
| | | | ... South Australia's Centre for Workplace Excellence, and the Tech For Good Group. Earlier in the year OMFIF's Gender Balance Index found that at the current rate of progress, it will take 140 years to achieve leadership gender parity in finance. ... |
| | | | ... self-determination towards a resolution, Retallack said. Companies should implement diversity policies that improve gender balance and cultural representation, particularly within leadership, and utilise the middle management leaders that drive the culture ... |
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