Gender Diversity in the FTSE 100: The Business Case Claim Explored

Journal of Law and Society

Volumn 38, Issue 4, 2011, Pages 542-574

  Mccann, Mark ^a   Wheeler, Sally ^a  

^a QUEEN'S UNIVERSITY BELFAST   (United Kingdom)

Author keywords

[No Author keywords available]

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EID: 81255178787     PISSN: 0263323X     EISSN: 14676478     Source Type: Journal    
DOI: 10.1111/j.1467-6478.2011.00558.x     Document Type: Article

References (104)

1. The Female FTSE prepared by the International Centre for Women Leaders at Cranfield University annually since 1998 shows that there has been an increase in female NEDs in the FTSE 100 from 66 (10.82 per cent) in 1999 to 114 (15.2 per cent) in 2009. The actual number of NED female appointments is 131 shared between 114 women: Female FTSE Board Report (2009).
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36. Spain has the same comply-or-explain structure to its corporate governance Code but includes diversity as main principle 15:?When women directors are few or nonexistent, the Nomination Committee should take steps to ensure that:?a) The process of filling board vacancies has no implicit bias against women candidates? b) The company makes a conscious effort to include women with the target the candidates for board places.
37. See the consultation document that the FRC released post the Davies Report asking for views on whether the Code changes suggested by Davies should be embraced, see FRC, Gender Diversity on Boards (2011)
38. Much of this debate can be stylized into a discussion of Gilligan's position in her seminal work, C. Gilligan, In a Different Voice: Physiological Theory and Women's Development (1982). Was this a description of women or was it a description of feminine traits? Gilligan spent much of her post-1982 career seeking to answer this question. She was frequently attacked for offering the first when there was an intellectual preference amongst feminist scholars for the second. For the contours of the debate, see C. Greeno and E. Maccoby, 'How Different is the "Different Voice"?' (1986) 111 Signs 310;Z. Luria, 'A Methodological Critique' (1986) 316.
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50. Brammer et al. examined corporate reputation (evaluated by selected investment company executives and the directors of the 10 largest PLCs in each industrial sector) and gender diversity at board level. A positive correlation between the two was found only in companies where there was link between product and final consumer: S. Brammer et al., 'Corporate Reputation and Women on the Board' 201 Brit. J. of Management 17.2009
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