CIPD’s Research Results: Gender Diversity in the Boardroom

This week, the CIPD published the results of their survey report from December 2014, which has collated opinions of 452 HR professionals.  Here is the full report:

Don’t have time to read the full report?

Here is a quick summary:

  1.  The aim of the survey is to draw attention to progress to date, attitudes, and the barriers of women breaching the glass ceiling.  It also covers opinions around potential solutions:  ‘female progression to top roles is not sustainable unless organisations provide a strong and sustainable framework to recruit and develop women at every stage of their career.’ 
  1. Mandatory quotas?  The EU sets a minimum compulsory 40% representation of each gender at boardroom level, but the UK continues with a voluntary approach (ie Lord Davies’ 25% target by 2015).  The survey results revealed that 60% felt the UK shouldn’t introduce a mandatory quota – largely due to the concern that this would not solve the longer-term, underlying reasons for reaching the quota (one line of thought is that success should be based on ability not identity) 
  1. Separate quotas?  The question of whether or not to set a separate target for exec and non-exec directors was raised in the survey.  In addition, 55% believed that it would be more helpful if organisations set their own, voluntary targets 
  1. Top strategies for improving gender diversity:
    1. Creating an open and supportive culture was thought to be the most effective way of increasing gender diversity (64%)
    2. 56% selected unbiased selection and recruitment policies
    3. 50% selected both work/life balance policies and clear career paths as important

Finally, 4 out of 5 respondents thought that coaching programmes for women help to improve gender diversity of boardroom executives.

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