Search Results | Showing 41 - 50 of 125 results for "gender diversity" |
| | | ... of AGM season. "We've started to use January to reach out to companies where we think they need to improve gender diversity on their board. We have used this quieter time of the year to communicate our thoughts, so that by the time they hit the AGM ... |
| | | | ... salaries to increase this year," he said. "It's a positive place to be." The ESG investment sector is one area where gender diversity is strong - McGilton estimates that around 60% of roles are filled by women, and 40% by men. "A lot of firms have told ... |
| | | | ... many years, but progress has been stubbornly stagnant." Baig noted that companies had progressed in terms of gender diversity in the UK and Australia and other jurisdictions, but there hadn't been the same focus on ethnic diversity. "Nearly 50% of the ... |
| | | | ... making, risk oversight, and innovation, as well as how management teams with a critical mass of racial, ethnic, and gender diversity are more likely to generate above-average profitability," Taraporevala said in the letter. "Likewise, companies that ... |
| | | | ... Woodside. While State Street remains engaged on the topic of diversity and inclusion, it will be pushing beyond gender diversity into ethnic heritage and other areas of consideration. This has been influenced by social movements around the world this ... |
| | | | ... focusing on diversity as a concern - according to the report, respondents appear to place emphasis on increasing gender diversity in executive ranks, with 53% of respondents strongly agreeing this is an area of focus compared to 35% who strongly agree ... |
| | | | ... women on ASX 300 boards by the end of 2021. Research released by KPMG in July suggest that in order to increase gender diversity on ASX201-300 company boards, existing board members should look beyond traditional pools of candidates and focus on building ... |
| | | | In order to increase gender diversity on ASX201-300 company boards, existing board members should look beyond traditional pools of candidates and focus on building the pipeline in executive and upper management, according to research from KPMG. Sarah ... |
| | | | ... supply chain concerns. In addition, both ETHI and FAIR are the first ethical ETFs in the market to include a gender diversity screen, screening out companies that do not have female board representation. BetaShares launched a third, ethical, fixed income ... |
| | | | ... Armour, AICD CEO and managing director. "However, it is still the top Australian companies that lead the way on gender diversity." The report noted that 56 ASX100 boards have reached the 30% target, while 32 ASX50 boards have reached that target and ... |
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