Board Diversity Policy

The Board places great emphasis on ensuring that its membership reflects diversity in its broadest sense.  A combination of demographics, skills, experience and personal attributes on the Board is important in providing a range of perspectives, insights and challenge needed to support good decision making.

New appointments are made on merit, taking account of the specific skills and experience needed to ensure a rounded Board and the diversity benefits each candidate can bring to the overall Board composition. On gender diversity  the Board has a specific target to maintain at least 3 female Board members and, recognising the emerging target for FTSE companies to move towards  33% female representation,  to take opportunities to increase the number of female Board Members  over time where that is consistent with other skills and diversity requirements.

The Board also places high emphasis on ensuring the development of diversity in the senior management roles within the Group and supports and oversees the Group’s objective of achieving 40% of senior roles held by female executives by 2020 along with other metrics which promote the engagement of other underrepresented groups within the business. This is underpinned by a range of policies within the Group to help provide mentoring and development opportunities for female executives and to ensure unbiased career progression opportunities. Progress on this objective is monitored by the Board and built into its assessment of executive performance.

22 September 2016