Worst Explanations For Not Appointing Women
The Department for Business, Energy and Industrial Strategy today
published the worst explanations given by FTSE companies for not appointing women to their boards, as heard by the independent team conducting the Hampton-Alexander Review. The government-backed review has challenged all FTSE 350 companies to ensure that at least a third of their board members and leadership are women by 2020. The worst explanations heard by the team are: I don’t think women fit comfortably into the board environment There aren’t that many women with the right credentials and depth of experience to sit on the board – the issues covered are extremely complex Most women don’t want the hassle or pressure of sitting on a board Shareholders just aren’t interested in the make-up of the board, so why should we be? My other board colleagues wouldn’t want to appoint a woman on our board All the ‘good’ women have already been snapped up We have one woman already on the board, so we are done – it is someone else’s turn There aren’t any vacancies on the board at the moment – if there were I would think about appointing a woman We need to build the pipeline from the bottom – there just aren’t enough senior women in this sector I can’t just appoint a woman because I want to
Emma O’Leary is an employment law consultant for the ELAS Group. She says: “We’re used to hearing a plethora of pathetic excuses offered for not doing something, however this report has revealed some absolute shockers. These excuses for not appointing women to FTSE boards once again reveal the entrenched antiquated attitudes that still exist at board level. Perhaps these board members would prefer women to simply stay at home making their dinner, as clearly talent and merit comes much lower down their list of essential requirements for a board member than gender does.
“Just when we thought that progress would be made by gender pay gap reporting, this report appears to show that it’s more a case of one step forward, two steps back when it comes to gender equality. It’s clear that discriminatory practice continues to be rife at senior level, and much more needs to be done to change this.”