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The Female FTSE Board Report 2014: Is Change Really Happening?

This report examines the progress of gender diversity in FTSE 100 boards and provides strategies for ensuring success in meeting the 25% target. Topics include defining talent, tackling unconscious bias, and a holistic approach to talent management.

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The Female FTSE Board Report 2014: Is Change Really Happening?

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  1. The Female FTSE Board Report 2014 Is change really happening? Dr Deirdre Anderson Cranfield International Centre for Women Leaders

  2. Female FTSE Index 2014

  3. Companies with a ‘relatively’ high proportion of women in leadership

  4. Projecting Forward

  5. Talent Management from a Gender Perspective • Defining talent: performance and potential • Targets, metrics and accountability • Making female talent visible • Tackling unconscious bias • A holistic approach to talent management

  6. Strategies to Ensure Success in Meeting the 25% Target on FTSE 100 Boards • Continue appointing one in three new directorships to a female candidate; • All companies, individually, need to aim for 25% or more of their board directors to be women; • Continue to measure, monitor and report against internally set quantitative objectives for better gender balance at all levels of the organisation;

  7. Strategies to Ensure Success in Meeting the 25% Target on FTSE 100 Boards • Focus on proactive succession planning at board level and down through management levels, considering diversity as part of an integrated talent management strategy; • Ensure the Board’s awareness of, engagement with and commitment to diversity is embedded in all future board evaluations, to drive accountability.

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