Page 17 - Insurance Times December 2018

States of India”, perhaps the world’s oldest melting pot - Institutional Investor Advisory Services (IIAS) no too long ago
with a significant variation in culture and practices across released a report, titled Corporate India: Women On Boards.
its length and breadth. Views of three experts were sought. The IIAS is a SEBI-registered proxy advisory firm. While
Ms. Sonu Bhasin a corporate leader, much sought after limited to Nifty 500 companies, the study is a kind of
independent director and author of The Inheritors: Stories performance report on their evolving diversity.
of Entrepreneurship and Success; Ms. Suman Joshi a
Diversity & Inclusion expert with over three decades of HR Emerging trends: good news!
leadership particularly in the ITES sector predominantly out  The telecoms, IT, healthcare, utilities and industrial
of South India and Ms. Carissa Hickling a Canadian by birth sectors have a higher than average proportion of
who has for last three decades made India her home. women directors, with the energy sector at the lowest
Carissa currently leads a global talent management role for end on 8.9%.
Siemens, based out of Mumbai. Those get woven here to
 Average tenure on boards for women directors has
bring about the multiplicity of nuances in play. Rather than
been 4.6 years, compared to a much higher tenure of
just presenting an isolated parochial set of findings.
9.0 years for male directors. This is largely due to the
fact that many women directors came onto the board
only after the Companies Act 2013 came into effect.

 A large majority of companies (485) are compliant with
regulatory thresholds. Some 107 companies have
exceeded the quota of one-woman director on the
board and four companies had four women directors
on their board.

 Fifteen companies in the study did not have a woman
director on the board on 31 March 2017. Of those, 11
are public sector undertakings (PSU), where the
appointment process is delayed due to pending
approvals from the relevant ministry.

 In widely-held companies where there is no discernible
promoter or promoter entity, the proportion of woman
directors is the highest at 14.3%. This is not surprising,
considering that most of these companies are from
financial services, with high institutional ownership.
Once again, PSUs trail behind, with only 11.9% female
representation.
Who were reached out to?
Corporate India: Backgrounder  There are only 98 promoter women directors (16%) in
the NIFTY 500. Of this set, 50% are executives and are
When the Companies Act mandated one woman on each
driving the company in a leadership capacity. The report
board, things did not begin to happen on their own. Blessed highlights that the latest data invalidates any concerns
by the stock market regulator, the Securities & Exchanges
that a sizeable portion of new women directors belong
Board of India (SEBI), the Women on Corporate
to the promoter family and are being appointed in a
Boards (WCB) Mentorship Program aims to enhance the non-executive capacity just to comply with the
gender balance and increase the effectiveness of corporate
regulations.
boards. A unique voluntary programme - one of its kind in
the world - it genuinely fosters mentoring, passing on  This implies that bulk of the women getting appointed
have professional experience and expertise - which
valuable corporate governance experience from
suggests companies are not paying mere lip service to
experienced board members to women leaders starting
the regulations by promoting family members but have
their board career.
internalised the legislative intent of the mandated
Together with the WCB, information management specialist thresholds.
The Insurance Times, December 2018 17