BALANCE IN CORPORATE LEADERSHIP IN MENA 2018 MENA-OECD WORKING GROUP - - PowerPoint PPT Presentation

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Feb 21, 2024 561 likes •661 views

OPPORTUNITIES TO IMPROVE GENDER BALANCE IN CORPORATE LEADERSHIP IN MENA 2018 MENA-OECD WORKING GROUP ON CORPORATE GOVERNANCE 4 - 5 JULY 2018 LISBON, PORTUGAL Background Purpose: Shed light on constraints Key Corporate Governance 2017 to

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OPPORTUNITIES TO IMPROVE GENDER BALANCE IN CORPORATE LEADERSHIP IN MENA

4 - 5 JULY 2018 LISBON, PORTUGAL 2018 MENA-OECD WORKING GROUP ON CORPORATE GOVERNANCE

SLIDE 2

Background

Purpose: Shed light on constraints

to achieving gender balance in corporate leadership in the MENA region and propose tailored policy

ptions for reform
Collaboration: The focus group on

gender balance comprised of stakeholders from Morocco, Jordan, Lebanon, and Egypt (International Finance Corporation) Key Corporate Governance Challenges

2017

Policy Options for Reform

2018

Strategies for Implementation

2019

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Gender balance in corporate leadership supports the drivers of sustainable economic growth OECD

G20/OECD Principles of Corporate Governance Diversity in the boardroom is integral for sound corporate governance UN Sustainable Development Goals (SDGs) Increasing women in corporate leadership is a key target to achieve gender equality by 2030 Good for Business Board diversity is correlated with better corporate performance Good for Innovation Board diversity created the mix of knowledge needed to mitigate risks and strategize in an age of innovation Good for Society Board diversity is linked to increased productivity and improved positive impact of businesses

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4% 17% 94% 21% 80% MENA economies have introduced measures to improve gender balance, but practices lag

Total female board members in MENA

4%

MENA listed companies have female directors

17%

MENA economies have introduced equality and non-discrimination laws

94%

Participate on women in the labour force

21%

MENA companies provide information on board composition

80%

Source: UN women, Global Gender Equality Constitutional Database (2016). World Bank, World Development Indicators (2017), Shareholder Rights (2016).

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Good practices are underway to increase gender balance in corporate leadership

82% report MARC has changed the way they think and behave 68% report that they have seen a change in their leaders behaviour and progress

Dell EMEA has trained 2 423 staff across 21 economies (including Egypt, Morocco, Saudi Arabia, UAE and Qatar).

Companywide, the share of senior managers that were female increased from 15% in 2016 to 18% in 2017 By 2030, LafargeHolcim aim to achieve a minimum

f 30% of gender diversity at all management

levels across all sites (including MENA)

LafargeHolcim has 2020 and 2030 targets and action plans covering gender balance and inclusion

As of 2015, Glowork had placed more than 3,000 women in the workplace Aim to bring more than half a million women into the MENA workforce in the next five years and leverage the talent of highly- educated women to strengthen the MENA region’s workforce

Glowork matches women with jobs in MENA companies

business-led approach to increasing women’s participation in corporate life – not just on boards and in senior management – but at all levels

Coalition and women’s network of business leaders in GCC countries

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CULTURAL

CREATE A CONDUCIVE CULTURAL ENVIRONMENT

TALENT

ATTRACT TALENT AND LIMIT PIPELINE ISSUES

IMPLEMENTATION

COMBINE MEASURABLE NATIONAL GOALS WITH COMPANY STRATEGIES

INFORMATION

IMPROVE METHODS OF DATA COLLECTION

POLICIES

REFORM POLICY FRAMEWORKS

PIPELINE

FACILITATE NETWORKS AND PROVIDE SUPPORT FOR WOMEN

POLICY ACTIONS

National policies need to be combined with company strategies to facilitate change in MENA economies

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Implementation is Key to Ensuring Positive Change

CREATE A CONDUCIVE CULTURAL ENVIRONMENT COMBINE MEASURABLE NATIONAL GOALS WITH COMPANY STRATEGIES REFORM POLICY FRAMEWORKS IMPROVE METHODS OF DATA COLLECTION

COLLECT QUALITY DATA TO CONDUCT REGULAR GENDER IMPACT ASSESSMENTS (GIAS) IMPROVE THE CULTURAL ENVIRONMENT BY PROVIDING DIVERSITY FOCUSED EDUCATION AND TRAINING ESTABLISH NATIONAL GOALS AND COMPANY TARGETS