This paper reveals the relationship of FTSE board and environment policy of their companies listed. According to Lovell and Liverman (2010) suggested that they are inspired in their reassessment of carbon trading procedures due to the lack of some world class standards and Also it is similarly deregulated by the deficiency of broadly recruited international standards or policy for intentional carbon reporting of carbon emission. Consolidating the analysis in regard to the investors’ wants for data has permitted the researchers for well understanding the various methods to evaluate the procedures that are used to develop the emission of carbon reports, and also hoping that the social world of monetary services mediators, controller and carbon consultancie

1. 1
Management

2. 2
Literature Review
This paper reveals the relationship of FTSE board and environment policy of their companies
listed. According to Lovell and Liverman (2010) suggested that they are inspired in their
reassessment of carbon trading procedures due to the lack of some world class standards and
Also it is similarly deregulated by the deficiency of broadly recruited international standards
or policy for intentional carbon reporting of carbon emission. Consolidating the analysis in
regard to the investors’ wants for data has permitted the researchers for well understanding
the various methods to evaluate the procedures that are used to develop the emission of
carbon reports, and also hoping that the social world of monetary services mediators,
controller and carbon consultancies.
The important aspect of analysing on attitudes, perceptions on environmental as well as
insight over the risk, environmental impartiality society partisanship, and activism,
exploratory a range of countries and traditions reveals that female be inclined to articulate
diverse distress about the surroundings than men. Female usually largely lively in
environmental improvement activities and be inclined to observe ecological risks as more
intimidating as stated by (Buckingham, 2010; Flynn et al., 1994; Bord and O’Connor, 1997;
Davidson and Freudenburg, 1996; Dietz et al., 2002; Kalof et al., 2002; Eisler et al., 2003;
McCright, 2010; Seager, 1996). Moroever, McCright (2010) have also identified recently
those women who resides in the US show better scientific awareness of global change in
weather condition, come up to the subject of climate change in a different way, and articulate
diverse issues and latent explanation to trouble. In totalling, even though these fails as lively
as men in typical firms on environment, women are approximate to formulate up 60% to 80%
of popular membership in organisation actively supports ecology was stated by (Bell and
Braun, 2010; Seager, 1996; Stoddart and Tindall, 2010). Additional, assay reveals that female
frequently adduce their job role as carers as the principal acumen in many environmental
organisations as stated by (Bell and Braun, 2010; Shrada et al 2008)
In agreement of abeyant outline modes, researchers who analysis on gender basis who centre
on companies altercate that establishment and amusing customs are largely depend over the
gender. Moreover, study from Acker (2006, p. 9), acclamation the change of trade
association, contends that ‘‘a almost baby accumulation of western ethnic men groups out the
progress of backer manufacture, adjustment forms of macho ascendancy as built-in to arising
chic dealings, and acclimation the new firms, and, afterwards, the new companies relying on
the hypothesis about the adult alone as the accustomed individuals.’’ An archetype of how
the abode is organized about the ‘‘normalized’’ adult artisan anchored in a masculine based

3. 3
administration of activity is the apprehension that an agent can plan continued or odd hours
after obligations in the home. This structure is based on the acceptance that women
accommodate calm labor, enabling macho workers to be accessible to accommodate the
wants of the employers
Most of the examples are oriented on male oriented business practices in organization that
accept in the past afar staff. (Buckingham et al., 2005)These focuses on top level making of
business decisions, the use of abstruse accent that banned compassionate by staffs who lack
expertise in this field, and abnegation to cover women or aboriginal employers, customers,
staffs in action consultation or executive. Institutional prejudices appear abstruse answers as
well are based on gender, as analysis shows that women adopt accident abhorrence and
declared solutions (Boyd, 2002; Stevens, 2010).
Armstrong (2006) also argues that motivation for job oriented training and development are
typically linked which states that tiny transformations amid the workers. Training and
development leads to the acquirement of skills and abilities required to home. It deals with
the delivery of learning and improvement of the workforce. In contrast, development of the
employees as well as organisations prepares well for future projects of the company. He also
argues that motivation for training of employees can be regarded as the investment which
offers the long term benefits for the firms by enhancing the performance of the employees.
Effective training can always reach paramount for survival and growth of the business, as
reported by Wilson (2006). He also debates that apprenticeship or internship is not merely
developing staffs other than assisting the trainees, but to be converted into highly confident
and also capable and talented to execute any kind of jobs also their lives. The main
significance of training can be achieved long term. The need for training of workforce
continues to progress in this high competitive business climate, growth, and also knowledge,
economy as well as society in large face. So, if appropriate training is given for women staffs,
environmental impacts can be easily overcome which hopes for upliftment.
According to Muhammed et al (2011) reports that training promotes the male and female
equally contributes to the organisation. Also, it may be described that performance of the
staffs might pave the way to the efficiency of the firm. So as to attain this, employees have
got to be encouraged equally which promotes for equal contribution. According to Bolman &
Deal (2008), high quality of service can be rendered to the consumers for highly motivated
and dedicated employees. This factor is a very important one in current business management
environment. Earlier works from Masarech & Ann (2003) points out that most number of

4. 4
organisations of services segment like banks receive their staffs as worthy assets and show
attention to their training and knowledge progression.
According to Ram et al (2011), a great number of firms had commenced investing large
amount of funds in advancing the staffs into a greatly skilled Human Resource personnel of
the firm. The great strength functioning at the back of this insight is the superior revenue
performance of that specific firm in services segment which is largely relied over the
satisfaction level of their workforce. For instance, in case a particular member of the firm is
not dissatisfied from that company and also possess least amount of motivation then their
psychological accusation will unquestionably come into sight in the contour of less quality
consumer services. As in case of services segment, the workers straight get in touch with the
consumer so it leaves unswerving collision of internal position on the consumer, and
eventually resultant on poor satisfaction of consumers.
Regrettably, women in common, abnormally poor females are degraded in altitude alteration
and controlling bodies stated by Villagrasa, 2002; Norgaard and York, 2005; Shandra et al.,
2008; Bell and Braun, 2010). On the other hand, much number of research publications on
the rapport between gender and weather change is essential to measure the significance of
counting women and other conventionally underrepresented groups in decision-making
bodies. Even though there is a noticeably body of investigate measuring the structural forces
pouring a range of kinds of environmental filth, which is extensively reviewed above, to the
best of our knowledge and also research publications are deficient to associate the impact of
female’s management and employment status on per capita CO2 emissions. So, this study,
investigates on the relationship between FTSE companies who have high number of female
managers and their corresponding EIO ranking.
Data Analysis
Women on Board in FTSE companies

5. 5
Descriptive Statistics
Cranfield ranking FTSE
Mean 0.17241
Standard Error 0.008616
Median 0.167
Mode 0.25
Standard Deviation 0.086164
Sample Variance 0.007424
Kurtosis -0.26643
Skewness 0.025683
Range 0.375
Minimum 0
Maximum 0.375
Sum 17.241
Count 100
Confidence Level
(95.0%) 0.017097
The above descriptive analysis is suggests that Cranfield ranking for FTSE board has a mean
value of 0.17 ±0.08. The skewness and Kurtosis shows that data is positively skewed and
leptokurtic in nature. Mode value is very less suggesting that there is no repetition in the data.
The variation in the data is also very less which have drived for less Standard deviation
values.
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
40.00%
0 50 100 150
% Women on board
% Women on board
Linear (% Women on
board)

6. 6
Descriptive Statistics on EIO ranking
Column1
Mean 50.5
Standard Error 2.901149
Median 50.5
Mode #N/A
Standard Deviation 29.01149
Sample Variance 841.6667
Kurtosis -1.2
Skewness -3.4E-17
Range 99
Minimum 1
Maximum 100
Sum 5050
Count 100
Confidence
Level(95.0%) 5.756509
The descriptive statistics on EIO ranking suggests that M and S.D values 50.5±29
respectively. The standard deviation value depicts that there is a vast number of variations
among the data. Skewness denotes that the data are positively skewed. Kurtosis states that the
data are platykurtic in nature.
Correlation Analysis on EIO ranking and FTSE ranking with Female staffs
Cranfield
ranking
EIO
ranking
Cranfield
ranking 1
EIO
ranking -0.09802 1
Upon conducting correlation analysis, it was observed that there is a negative correlation
among FTSE companies and UK EIO rankings at the level of 95% confidence. The
correlation coefficient is close to 1 and that states that there exist a statistically significant
negative association between female FTSE companies and EIO ranks in 2013. This suggests
that there is no connection between gender and EIO ranking in UK based FTSE companies in
2013.
Relationship between Gender inequality and EIO ranking

7. 7
Cranfield
ranking EIO
Cranfield
ranking 1
Column
EIO 0.01288 1
On the other hand, analysing the companies which are having low female employees in board
as well as firm was analysed for its EIO ranking, the r value or correlation coefficient value is
observed to be 0.01. The value is positive stating the association between the two. The value
is slightly close to 1. This can be explained that there is a slight positive association among
EIO rankings and low women board members Company in FTSE. The data analysis, on the
whole observed that there is a gender inequality in EIO ranking of FTSE companies which
accounts for lack of correlation among the two.
Analysis of findings
The above results suggest the gender equality is observed while tracking the environmental
investment impact records in UK database since there is no significant correlation achieved
among the two. According to Denton (2007) have also observed that women are generally
victims of degradation of environment. He also continues stating that given these results,
have suggested that participation of board and staff members of women in the process of
decision-making process are always invaluable in the process of decision making regarding
environmental concerns. Shandra et al (2008) have also suggested that there is a greater
inequality that exists in the politics that contribute to the less action towards the addressing
the nation regarding the environmental change. So, enhancing the status of women in the
society all over the world may curtail of the ill effects of environmental awareness and social
responsibility for emission of green house gases such as carbon mono oxide, methane, argon
etc which will consequences out to the dramatic rise in weather condition that occurs in long
duration forecast of societies. Thus it must be understood clearly that representation of female
in decision making all round the various nations must change in order to have many national
policies for change in environmental policies. However, further investigation is necessary to
compare the environmental measures of men and women and their effectiveness.
Recommendations and Conclusion
The analysis recommends that women have poor roles in deciding the ecological
responsibility. Widespread training programs will help in increasing their decision making to

8. 8
join hands in environmental support. Women are generally underrepresented in the social and
ecological impact. The role played by the female in Environmental investment of funds and
minimisation of emission of carbon di oxide which is a type of green house gas accounts for
global climatic change is very less. By offering the awareness for initiating the involvement
of female is very significant for any company. The analysis suggests the gender inequality
which means males are caring on environment aspect not women. Women are now taking
lead roles and they must be trained as well for decisive regarding this alarming situation
which degrades many lives. Both male and female must be participated equally in an
organisation to bring up this minimisation of carbon emission and upliftment of rank as well
as turnover. We are living in 21st
century, where men and women play their equal roles in
society.
References
Villagrasa, Delia., 2002. Kyoto protocol negotiations: reflections on the role of women.
Gender and Development 10 (2), 40–44
Shandra, John M., Shandra, Carrie L., London, Bruce, 2008. Women, non-governmental
organizations, and deforestation: a cross-national study. Population and Environment 30 (1–
2), 48–72.
Shandra, John M., Leckband, Christopher, McKinney, Laura, London, Bruce, 2009.
Ecologically unequal exchange, world polity, and biodiversity loss: a cross national analysis.
International Journal of Comparative Sociology 50, 285–310
Davidson, Debra, Freudenburg, William, 1996. Gender and environmental risk concerns: a
review and analysis of available research. Environment and Behavior 28, 302–339.
Denton, Fatma., 2002. Climate change vulnerability, impacts, and adaptation: why does
gender matter? Gender and Development 10 (2), 10–20.
Dietz, Thomas, Kalof, Linda, Stern, Paul C., 2002. Gender, values, and environmentalism.
Social Science Quarterly 83 (1), 353–364.
Buckingham, Susan, 2010. Call in the women. Nature 468, 502.

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Buckingham, Susan, Reeves, Dory, Batchelor, Anna, 2005. Wasting women: the
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