Rotork plc
Women on Boards - 2015 targets
This statement is in response to the 'Future Action' Lord Davies has set out in his second annual review of Women on Boards with respect to the percentage of women on the executive board and in senior management.
Future actions
Rotork has long recognised the value of diversity in its organisation and acknowledges and supports the initiatives set out by Lord Davies in his report. Rotork anticipates that its co-operation with numerous universities, apprenticeship schemes and secondment programmes will lead to a better pipeline of appropriate female executives increasing gender diversity at senior management level. Recognising that these measures will take time to come to fruition, Rotork acknowledges the need to take more immediate steps to increase gender diversity and will take the following further actions by September 2015:
1. Identify long-term talent needs for the future and create appropriate roles in senior management which are attractive to both genders;
2. Create appropriate conditions for skills gained in one business area to be transferred into another in order to promote the breadth of opportunities available to all employees, including women;
3. Be prepared to consider a wider range of internal candidates for senior management appointments including those with experience in functions other than those which are, for example, directly technical or sales related; and
4. Introduce senior women through external appointments on merit when appropriate.
It is anticipated that these additional actions together with the actions being taken at the more junior levels described above will make Rotork an employer women are attracted to by offering visibility of career progression and success at the top of the organisation.
Targets
Through the actions outlined above, Rotork is aiming to create a more gender diverse pool of candidates from which to make senior management appointments. By September 2015, Rotork will aim to:
1. Double its female representation on its executive board to 14% (based on the current size of the executive board); and
2. Increase female representation across other senior management to a minimum of 15%, from the current position of zero, this being a reflection of the internal and external recruitment challenges for engineering companies seeking to appoint women into such roles.
Peter France
Chief Executive
Rotork plc
September 2013
