Despite Push For Gender Diversity On Boards, Asia Lags Behind In Female Representation

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Board-member chair, committee positions add pay gap to flat fees

Directors typically earn a flat fee, which would suggest there’s no gender pay gap within a company, except that directors earn more for serving on, and chairing committees, to reflect the added work. Glencore, which has the highest median gender pay gap among its directors at 60%, illustrates the issue. The company’s one female director, Patrice Merrin, serves on one committee, while the other directors serve on either multiple committees, chair committees or hold “senior” director status, and earn higher pay.

Pay-shame law may portend gender-biased U.K.-company lawsuits

Companies are raising women’s pay due to a new U.K. gender-pay reporting rule, with the trend set to continue. The big pay gap is likely to expose an employer to reputational damage and staff dissatisfaction, leading to loss of investment and talent. Companies could face lawsuits claiming equal pay arrears for as many as six years. The final deadline for reporting the difference in average pay between male and female employees is April 4, 2018 based on a snapshot of pay as of April 5.

Women managers earn 25.1% less than men, according to Eurostat. Less than one-third of managers are female at the 19 FTSE 100 companies such as Next, Old Mutual and Prudential Plc which reported on the majority of staff. Schroders was the first FTSE-100 company to disclose, with 33% lower female pay.

With regulatory push, gender quotas reshape European boardrooms

Government-imposed quotas are boosting European corporate boards’ gender diversity, but only when countries back up goals with legal threats. France, Germany, Italy and Belgium have emulated Norway in sanctioning companies that don’t comply. Quotas in Spain and the Netherlands aren’t mandatory, and companies there generally have been slower to change. France and Spain each have 40% female director requirements. Most French companies achieve that level, while the Spanish median is at half that rate.

Norway still sees thin female-executive ranks despite successes

Norway leads in the share of women in corporate leadership roles, but women at the largest companies hold only about a quarter of executive and management roles. The country’s lead may support the trickle-down diversity idea underpinning the gender board-quota argument, while the percentage might reflect the limits or time it takes for quotas to drive change. Norway’s 40% female-director quota is almost a decade older than France’s, and women in Norway hold almost double the share of executive positions vs. France.

EU plans quota to help shatter glass ceiling at large companies

About 5,000 EU companies may need to ensure that at least 33% of their directors and 40% of non-executive directors are women, effective 2022. They would have to commit to raising female representation among executive directors and publish yearly progress reports. The European Commission, determined to show that diverse leadership can boost economic performance, wants to secure better gender balance on boards. Its proposal, approved by the parliament, now needs to secure the council’s seal of approval.

This is source I found from another site, main source you can find in last paragraph

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