Male-and-female-employment2012.pdf

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There have been many initiatives to encourage more women into certain roles, for example by promoting flexible contracts and shifts or introducing programmes that are tailored to a female audience such as Step on the Bus (see case study). Some employers report a gradual shift in attitude, with slightly more female drivers entering the sector than in the past. Low rate of labour turnover in some roles such as skippers, engineers or train drivers means that change can be slow to take effect. Table: Proportion of female drivers 2007 2008 2009 2010 % change 2007- 2010 Train drivers 2.9%
oardroom composition, and business performance indicators such as financial performance and shareholder value 1 . The Catalyst report looked at the performance of Fortune 500 companies and ranked them by the number of female board members 2 . It found that the companies with the most female board members outperformed those with the least in all measures. They found that in 2007, for companies in the top quartile, return on equity was 53 percent higher, return on sales 42 percent higher, and return on invested capital 66 percent higher than for the companies in the bottom quartile. Other studies support these findings. Research by the World Economic Forum indicates that closing the male-female employment gap would have huge economic implications for developed countries, boosting US GDP by as much as nine percent, Eurozone GDP by as much as 13 percent and Japanese GDP by as much as 16 percent 3 . Whilst most data looks at women’s individual representation on a board an increasing amount of evidence reinforces the importance of having a number of women at board level – and three appears to be the magic number. The Catalyst report found that Fortune 500 companies with three or more women on the board gained a significant performance advantage over those with the fewest: • Over 73 percent higher return on sales • 83 percent higher return on equity • 112 percent higher return on invested capital 1 Emily Thomson, The relationship between actions to promote gender equality and profit, Employment Research Institute, Napier University http://www.closethegap.org.uk/component/option,com_docman/Itemid,64/gid,4/task,doc_download/ Accessed 25.07.2012 2 L Joy, The bottom line: corporate performance and women’s representation on boards 3 Saadia Zahidi and Herminia Ibara, The Corporate Gender Gap Report 2010 5
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