Principle 4 Management and Governance
Key Element A Management & Governance

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Studies have demonstrated a link between a company's performance and the proportion of women serving in its governing body. Organizations need to expand this process and ensure women are represented at key positions throughout the company. Having women in these key leadership positions also sends a strong message to employees that the company's commitment to diversity is not just a marketing ploy, but an actual strategic corporate value. In a global marketplace, the ability to draw on a wide range of viewpoints, backgrounds, skills, and experience is critical to a company's success as it increases the likelihood of making the right strategic and operational decisions, encourages innovation, contributes to a more positive public image, and ensures a more balanced approach to risk management and oversight.

There are 10 indicators for this element.
Indicator 1

Review the demographics of all executive positions, including the board of directors. Analyze the number of women promoted to management positions, including positions with budgetary decision-making.

Implementation level
Indicator 2

Review patterns to determine how many women are in training programs, how many are offered jobs and promotions, and how many women may have refused management positions and why. Measure the impact of mentoring, sponsorship, and networking programs on employee success.

Implementation level
Indicator 3

Measure employee feedback on diversity practices and analyze results by gender.

Implementation level
Indicator 4

Amend the Nominating and/or Governance Committee Charter to include gender diversity as a desired characteristic of board nominees.

Implementation level
Indicator 5

Establish policies and undertake proactive efforts to recruit and appoint women to managerial positions and to the corporate board of directors. Provide specific internal recruitment guidelines to ensure female candidates are part of every director and executive search.

Implementation level
Indicator 6

Expand the executive and director search process to identify women candidates who may be leaders in underrepresented fields in executive management, such as non-profits and public agencies.

Implementation level
Indicator 7

Analyze the quality and visibility of assignments, client referral, and business opportunities to maximize equity between men and women.

Implementation level
Indicator 8

Develop safeguards to prevent discriminatory client preferences from impeding female career advancement.

Implementation level
Indicator 9

Institute a full 360-degree review process for managers to determine the extent to which they are perceived as committed to gender equality and inclusion and include progress in implementing gender initiatives as a factor in manager performance reviews.

Implementation level
Indicator 10

Examine potential adverse gender impacts of budget allocations on compensation, training, recruitment, and professional development of women, and ensure sufficient revenue for gender initiatives.

Implementation level

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