A review of the Gender Diversity Scorecard at The Leasing Foundation Third Annual Conference, September 10 2015.

1. GENDER DIVERSITY SCORECARD

2. Women’s educational attainment and presence
in the workforce has increased, but their
advancement, specifically into senior
management positions, has stalled.
Women on FTSE 100 boards 2014 20.7%
Women on FTSE 250 boards 2014 15.6%
In Europe 91.1% of executive board members are men
Increase in the number of women on boards 0.6% per annum
10% of Fortune 500 companies had no women on their boards in 2011
Women represent 60% of all US bachelor degrees (up from 20% in 1970)

3. The inclusion of women in the top ranks of
company leadership has a direct and positive
impact on financial performance.
Companies with the highest representation of women on their top
management teams have better financial performance than companies
with the lowest representation of women.

4. One response is quotas.
The EU now has a target of 40% of women non-executive board members
for publicly-listed companies by 2020.

5. Gender diversity is a complex and
multifaceted problem that is highly resistant
to simple solutions.
The problem is rooted in organisational culture and practice, social
perception, structural and economic factors and individual beliefs -
often amongst women themselves.

6. The Gender Diversity Scorecard
Encouraging, supporting and learning about gender diversity in the
workplace requires a robust understanding of the current state of
gender diversity in organisations.
.

7. The Gender Diversity Scorecard

8. UK listed companies are required to disclose
the gender balance at senior levels and
across the company as a whole.
We want to help the leasing and asset finance industry to provide
information can be used to understand the state of gender diversity – and
to allow those organisations to measure themselves against, and learn
from, businesses that are making real progress.

9. The Gender Diversity Scorecard is a tool that
enables organisations to surface data on
gender diversity
Transparent, simple and understandable
Does not place a burden on organisations
Creates qualitative and qualitative data
Can be used to drive change
Sensitive to the context of the organisation
Makes a serious impact on the gender diversity issue

10. A way of supporting organisations to create
change.
Provide feedback on existing processes
Assist in creating sponsor relationships and mentoring networks
Showcase examples of effective diversity initiatives
Creating a recognition structure to recognise excellence

16. The scorecard has been informed by an
industry-wide consultation process, with
input from gender researchers, women leaders
and those involved in running diversity
programmes.
The scorecard has been alpha tested with organisations in the leasing
and asset finance industry including CIT (finance), CHP Consulting
(software and services), and DWF (legal services). A beta test is currently
underway.
The scorecard is supported by Locke Lord LLP.

17. Amanda Childs
Siemens
Joanne Davis
WV Financial Services
Alka Randev
Macquarie Equipment Finance
Stephanie Strickland
The Leasing Foundation
Gail Taylor
DWF
Rachael Woods
CIT

18. leasingfoundation.org/gender-diversity-scorecard/
leasingfoundation.org/online-scorecard