2024年全球性别多样性报告

Global GenderDiversity 2024 Brian AlsterChief Executive Officer Jeff WenderChief Revenue Officer Manuel BianchiGlobal Head of Sales Amanda CifoneSenior Marketing Director Lead authorsMaya ImbergSenior Director, Head of Thought Leadership and Analytics Maeen ShabanDirector of Research and Analytics Bettina LengyelAssociate Analyst, Thought Leadership and Analytics DesignStephanie WarburtonDirector of Visual Communications Dawn LastreVisual Communications Specialist Contents 01Executive summary102Introduction203Gender diversity in 2024404Board of directors705Leadership team1006Methodology1307About Altrata14 Executive summary Despite improvements, women still accountfor just 32% of board members at thecorporations that make up the major indicesof the Global 20.The top spot in Q1 2024 isretained by France, where 45.5% of boardmembers at CAC 40 companies are women.With women accounting for 43.3% of boardmembers in companies in the FTSE 100, theUK is nudging France for the number-oneslot, while Spain and Australia join the 40%club in 2024 (with Italy the fifth member ofthis top-performing group). The US continuesto rank 13th. Gender diversity on corporate boards andleadership teams continues to move in theright direction, but frustrations remain atthe distance from parity.As a group, 20 ofthe world’s major economies (the Global20) continued to make progress by the firstquarter of 2024. However, if the rate ofimprovement continues at this pace, therewill not be gender parity in the boardroomsof large, listed companies until 2034, andamong executive directors, such as theCEO and executive chair, until 2061. Muchremains to be done. Under a quarter (22%) of Global 20leadership (C-suite) positions at large, listedcompanies are occupied by women.Femalerepresentation in corporate leadership teamsis 10% lower than it is on boards, and the rateof improvement in the past year is also lowerat 1.3%. Australia (with 33.8%), the UK (31.5%)and Sweden (29.7%) lead the rankings, whilethe US is fifth with 28.5%. Three (France,Ireland and Russia) recorded a year-on-yeardecline, demonstrating the difficulties ofachieving transformational momentum. In the boardroom, fewer women can be foundin the more powerful directorial roles.Thereis an underlying stasis in the dynamic that putsmen in the executive director roles. A mere12.2% of executive director roles in the Global20 countries are filled by women — and only6.5% of CEOs are female. Women continue tohave better representation in the “oversight-centered” non-executive director roles (36%across the Global 20). France (with a shareof 49.3%) and the UK (49%) are approachingparity on this measure while the US has anabove-average 38%. Gender in the key C-suite roles remainsheavily imbalanced.There are starkdifferences in female representation amongthe five key executive roles of CEO, CFO,COO, CMO and CHRO. Among companiesin the US S&P 500, women hold less than20% of the three positions of the highestexecutive power: CEO, CFO and COO. Thisis in contrast to 53% and 73% of CMOs andCHROs respectively. Trends in the UK’s FTSE100 are similar, although around a quarter ofCOOs and CFOs are women and the femalemajority among CMOs and CHROs is evenhigher. Encouragingly, there has been year-on-year improvement across most of theseroles in both the US and UK. In the US and UK, large listed firms have aslightly higher proportion of female leadersthan smaller listed and privately ownedcompanies.The size of company seemsto matter. The share of female leadershipteam roles is around 4-6% lower at US andUK small-cap firms than at their larger listedcounterparts, although both sets show year-on-year improvements. The share at privatecompanies with an annual revenue of morethan $100m is closer to that of the larger listedcompanies, particularly in the UK, with 30.4%of leadership team roles held by women. Introduction The pressure is on. The need for and benefits of gender equity and diversity are gaining ever greaterprominence in international business discourse, with firms continuing to come under social andstakeholder pressure to increase the share of women in senior roles as well as provide fair andconsiderate treatment to all employee groups. Our fifthGlobal Gender Diversityreport (powered byAltrata’sBoardExdata) examines the nature and degree of female representation on the boards andleadership teams of companies in 20 major markets across the world in the first quarter of 2024. We first present a current global snapshot of female representation in the boardrooms and executivesuites of large, listed companies across 20 of the world’s major economies (the Global 20) andhighlight areas of progress made over the past year, drawing on BoardEx’s unique and proprietaryGlobal Leadership Database. We move on to examine female board representation in greater detail, highlighting nationalsimilarities and differences, trends and patterns within the data and across geographies, changesover ti