From Josefa Green, WEL NSW Executive

Some new statistics on the number of women on the boards of the larger listed Australian companies indicate that some progress has been made in the last couple of years.

The stand out indicator is, according to a recent publication by the Australian Institute of Company Directors (AICD), that 2010 and 2011 to date has seen a dramatic increase in the number of female director appointments to the boards of ASX200 companies: 25% and 28.9% respectively, in comparison to 5% in 2009 and 8% in 2008 and 2007.

That is really good news.

We should however keep in mind that at August 2011, women still only make up 12.7% of the total membership of ASX200 boards. This is up from 10.7% in December 2010 and 8.3% from 2008 to January 2010.

It seems that the larger the company, the more likely it is that they appoint a female director. As at July 2011, 20.3% of ASX20 company board directors are female, while women make up 17.6% of ASX50 and 16.1% of ASX100 company boards.

We have to question how much of this is tokenism at play. It is interesting to note from the AICD figures, for example, that while 65% of the top 200 companies have at least one female director, only 23% have 2 or more and 4.5% have three or more. And of course this means that 70 of our top 200 companies have no women at all on their boards. Again, size matters: all our top 20 companies have at least one female director, 75% have two or more while 25% have 3 or more.

Are we seeing a real shift here and the likelihood of an ongoing upward trend in female participation on company boards?

The AICD believes its programs such as its Chairmen’s Mentoring Program are taking effect, and they may be right. This month, the Institute launched a publication, Tomorrow’s boards: Creating balanced and effective boards, bringing together information on board composition, research supporting the link between diversity and improved corporate performance and practical guidance on how to select the best directors.

The AIDC argues against mandatory quotas for women directors. In my view the jury is out on the need for this. Clearly what is needed is deep cultural change in the boardroom and in the way companies are managed – but more drastic interventions may be needed if the current positive trends are not sustained.

Information on the AICD’s recent publication and its diversity initiatives is at: www.companydirectors.com.au.

During May and June 2011, Equality Rights Alliance documented women’s experiences of Income Management in the Northern Territory. We want the views of women living with Income Management to be heard in public discussion of Income Management policy. Check out their report here.

WEL has made a submission to the Advisory Group on the Reform of Australian Government Administration, arguing that questions of gender equity and inclusion are crucial to good public sector management. This does not only involve having a high proportion of women in the service or even at middle management and senior levels, but ensuring that the contribution they make at all levels are valued and effectively used by the service.

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The Federal Minister for the Status of Women has announced a Review of the Equal Opportunity for Women in the Workplace and Agency (EOWA) and its underlying legislation (EOWW Act).

The EOWA Review will examine the effectiveness and efficiency of EOWA and the EOWWA in promoting equal opportunity for women in the workplace. The Act covers workplaces employing 100 or more people, and requires employers to develop and report annually on an equal opprotunity plan for women in their workpaces.

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July 28 2009

WEL has joined the 135 NGOS that have endorsed the CEDAW shadow report forwarded to the UN in July.
Countries that have ratified CEDAW have to report regularly on what they have done to promote gender equality. The independent evidence provided by NGOs helps CEDAW members prepare their questions on the official government report.