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Diversity, Merit and Power in the C-suite

Author: Eleanore Hickman

Publisher:

Published:

Total Pages: 272

ISBN-13: 9781509946594

"UK boardroom diversity has increased in recent years, but behind this success is a more uncomfortable truth. The most powerful positions remain stubbornly homogeneous. This book explores this phenomenon and connects it to the meaning and distribution of power, and the difficulties inherent in truly merit-based appointments. Using the FTSE 100, this book examines the appointment and retention of the most powerful positions in some of the world's most powerful corporations. A novel methodology for the indexing of power is developed, providing insights into the meaning of power, who wields it and how it is obtained. By looking at the constituents of the FTSE 100 c-suite, their background and the appointment policies of their respective institutions, a theory about why the c-suite has resisted diversification is advanced. In doing so, suggestions are made about how this stagnancy might be addressed. Those studying or practising corporate law or management and anyone seeking a future in the boardroom will find this in-depth assessment of executive power beneficial. In a world crying out for better representation of women and ethnic minorities, this book considers some ways to advance this objective in the corporate world."--

Diversity, Merit and Power in the C-Suite

Author: Eleanore Hickman

Publisher: Bloomsbury Publishing

Published: 2023-05-18

Total Pages: 249

ISBN-13: 1509946578

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This book explores the correlations of diversity and power in UK boardrooms and the difficulties inherent in truly merit-based appointments. From a distance, boardroom diversity is seen as a UK success story of recent years. A closer look at boardrooms reveals a more uncomfortable truth: boards can be split into tracks of power and diversity. Where there is a concentration in power, genuine diversity is much less prevalent. Using the FTSE 100, the book examines the appointment and retention of the most powerful positions in some of the world's most powerful corporations. Diversity, merit and power are each defined and measured individually, then considered cumulatively, to provide fresh insights into the meaning of corporate power, who wields it and how it is obtained. This analysis is considered alongside the diversity narratives created by the FTSE 100 to frame their position on diversity. From this, the value of corporate 'diversity speak' is challenged, together with the regulatory requirements that result in its production. Those studying or practising corporate law or management and anyone with an interest in corporate power will find this in-depth assessment thought-provoking and informative. From the book's original vantage point, suggestions are made as to how and why we might seek a more balanced distribution of power in the boardroom.

Diversity, Merit and Power in the C-suite of the FTSE100

Author: Eleanore Hickman

Publisher:

Published: 2020

Total Pages:

ISBN-13:

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The Corporate Diversity Jigsaw

Author: Akshaya Kamalnath

Publisher: Cambridge University Press

Published: 2022-12-31

Total Pages: 231

ISBN-13: 1316513033

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A nuanced justification of what types of diversity initiatives are most useful for corporations, and how they should be implemented.

Shareholders and Stakeholders

Author: Joanne F Sonin

Publisher: Bloomsbury Publishing

Published: 2023-09-07

Total Pages: 329

ISBN-13: 1509966811

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This book explores the evolution of the shareholder in post-war Britain within the context of changing legal, political, economic, and social conditions. It examines how the post-war transformation of the shareholder body influenced relationships amongst stakeholders, impacting corporate behaviour and the legal and political efforts to govern industry and financial markets. The book addresses a number of themes, including: 1) how the movements for democratisation influenced the treatment of shareholder interests and the calls for stakeholder representation; 2) how the rhetoric of change created a narrative that deflected from the lack of systemic legal reforms and protected the status quo; 3) how, in the post-war consensus environment, political positions on equity ownership de-radicalised, which proved unsustainable against a background of increasing political polarisation and industrial unrest; and 4) how the institutionalisation of the post-war shareholder body had profound effects on industry, the financial markets, and the economy. With these themes as a foundation, the evolutionary arch of the post-war shareholder is examined, focusing on developments that influenced the treatment and perception of shareholder and stakeholder interests, including nationalisations, shareholder democracy, corporate purpose, and industrial democracy. The book further considers how these post-war changes contribute to the post-1979 legal treatment of shareholder and stakeholder interests, including subsequent changes to the Companies Act and the development of corporate governance codes. Parallels to contemporary movements for stakeholder capitalism, corporate purpose, and ESG are drawn. The historical analysis of the post-war shareholder provides a framework for considering current questions on shareholder primacy and the demands for systemic legal reforms. These missed opportunities for meaningful changes to the treatment of shareholder interests in UK company law serve as useful precedents for evaluating subsequent periods.

Diversity in the C-Suite

Author: David F. Larcker

Publisher:

Published: 2020

Total Pages: 0

ISBN-13:

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There has been a broad push in recent years to increase diversity at the board and CEO levels of public corporations. Despite this effort, diversity on boards and in senior leadership positions has not reached the levels to which advocates aspire. We provide new insight into this topic by examining the size, structure, and demographic makeup of the C-suite (the CEO and the direct reports to the CEO) in each of the Fortune 100 companies. Demographic statistics by each functional role are provided. Organizational charts of the C-suites of each company as of February 2020 are provided by reference.We find that women (and, to a lesser extent, racially diverse executives) who directly report to the CEO are underrepresented in positions that directly feed into future CEO and board roles (such as CFO and P&L leaders) and have greater representation in positions that are less likely to lead to these appointments (such as general counsel or human resources). That is, diversity statistics in the C-suite--even though low--still overstate the likelihood of increased diversity among corporate leadership in coming years.We ask: • At what step along the way does the process of promoting diverse executives break down?• Should companies disclose diversity in greater detail by level or function?• What accounts for the fact that women have much higher representation in lower potential C-suite roles?• What accounts for the very low levels of racial diversity across C-suite roles?• When will company initiatives actually lead to tangible improvements in diversity?

Diversity and Inclusion - A CEO Guide

Author: Ruth Dorsainville

Publisher:

Published: 2021-05-26

Total Pages: 136

ISBN-13:

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"Those who work together, stay together." What is the point of diversity if we're not creating opportunities for everyone to benefit? Ruth Dorsainville has worked with more than 30,000 people from around the world for the past 18 years. Based on extensive research and one on one interviews with the CEOs of Fortune 100 companies, Ruth Dorsainville has created a step-by-step blueprint for anyone to use to create a legacy diversity and inclusion organization. The first step to diversity and inclusion is to have an understanding of what it actually means. Diversity, in a nutshell, is the word we use to describe something that is made up of many different parts, which are often similar but also different from one another. Inclusion refers to the act or process of including all parts within a group or system. There are many benefits that can be seen through engaging in diversity and inclusion practices. More diverse teams with inclusive practices make better decisions than less diverse teams because they have members with more varied backgrounds and experiences when it comes to seeing problems from multiple perspectives. This leads to more innovative problem-solving strategies as well as higher levels of creativity and innovation in general for all team members involved. Companies can benefit from diversity and inclusion initiatives in other ways as well. They can improve the employee experience, increase employee satisfaction, lower employee turnover rates, and even improve ethical decision-making among employees at all levels of the company. These success stories demonstrate the power that comes from programs focused on diversity and inclusion. From a legal standpoint, diversity and inclusion programs can help companies stay in compliance with anti-discrimination laws and provide protection to companies when defending against lawsuits. While these programs are not 100% foolproof, they do deter discrimination within the workplace by encouraging and reinforcing fairness practices. Another resource that can help with diversity and inclusion in the Diversity & Inclusion Book, which is designed to provide information on all aspects of diversity and inclusion. It includes statistics related to current issues within the workplace such as gender inequality, racial discrimination, and more. This book will show you how to... The Case for Diversity and Inclusion The Importance of Diversity in the C SuiteDiversity The Benefits for a Company, Employees, Clients and the Economy Fundamentals of Diversity How to Build a Systematic Approach to Diversity and Inclusion Diversity Goals and Targets Implementing Diversity and Inclusion Getting Your Company the Benefits of Diversity Diversity and Inclusion in the C Suite Diversity and Inclusion Challenges in the C Suite And much more... Diversity initiatives are sometimes seen to be geared towards a specific demographic or group of individuals, such as women or people of color. However, this is not always the case. The #MeToo movement showed support for a variety of women across many industries and under many different scenarios, proving that diversity initiatives are not just for specific groups of people. Organizations can also benefit from diversity initiatives by creating an inclusive workplace culture within their organization where everyone is valued for their ideas and contributions rather than just their demographic characteristics.

Executive Presence

Author: Sylvia Ann Hewlett

Publisher: Harper Collins

Published: 2014-06-03

Total Pages: 178

ISBN-13: 0062246909

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Are you “leadership material?” More importantly, do others perceive you to be? Sylvia Ann Hewlett, a noted expert on workplace power and influence, shows you how to identify and embody the Executive Presence (EP) that you need to succeed. You can have the experience and qualifications of a leader, but without executive presence, you won't advance. EP is an amalgam of qualities that true leaders exude, a presence that telegraphs you're in charge or deserve to be. Articulating those qualities isn't easy, however. Based on a nationwide survey of college graduates working across a range of sectors and occupations, Sylvia Hewlett and the Center for Talent Innovation discovered that EP is a dynamic, cohesive mix of appearance, communication, and gravitas. While these elements are not equal, to have true EP, you must know how to use all of them to your advantage. Filled with eye-opening insights, analysis, and practical advice for both men and women, mixed with illustrative examples from executives learning to use the EP, Executive Presence will help you make the leap from working like an executive to feeling like an executive.

Diversity and Leadership

Author: Jean Lau Chin

Publisher: SAGE Publications

Published: 2014-09-02

Total Pages: 345

ISBN-13: 1483312445

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Although leadership theories have evolved to reflect changing social contexts, many remain silent on issues of equity, diversity, and social justice. Diversity and Leadership, by Jean Lau Chin and Joseph E. Trimble, offers a new paradigm for examining leadership by bringing together two domains—research on leadership and research on diversity—to challenge existing notions of leadership and move toward a diverse and global view of society and its institutions. This compelling book delivers an approach to leadership that is inclusive, promotes access for diverse leaders, and addresses barriers that narrowly confine our perceptions and expectations of leaders. Redefining leadership as global and diverse, the authors impart new understanding of who our leaders are, the process of communication, exchange between leaders and their members, criteria for selecting, training, and evaluating leaders in the 21st century, and the organizational and societal contexts in which leadership is exercised.