Page 54 - Powerlist 2020
P. 54

OPINION
                        FTSE players must





                            change the game










                         Tom Shropshire was one of the members of the Parker Review Committee,
                       which looked at diversity – or the lack thereof – in corporate Britain. Three years
                                after their groundbreaking findings, he is still waiting for action



                       hree years. That is the amount of   resignation and rationalisation are on   That was against a background at
                       time that has elapsed since the   the horizon.             the end of 2016 where over 50 per
                  Tfirst publication of the “Report   “Beyond One by ’21” seemed   cent of FTSE 100 boards were all white
                  into the Ethnic Diversity of UK Boards”   achievable in 2016, but as we approach   (53 to be exact), and where they were
                  by Sir John Parker and the Parker   2020, it still looks far out of reach.  not all white, of the 90 total non-white
                  Review Committee in 2016. Two years is   Just to remind us of what the   individuals, only 16 were UK citizens
                  the amount of time remaining for FTSE   Parker Review asked of corporate   (about 1.5% of the 1,000-plus board
                  companies to respond.           Britain, specifically FTSE companies:   seats). Seven companies accounted for
                   We are beyond the halfway point.   at least one (just one) non-white   40 per cent of the total (36 people) –
                  We are in the zone where one of three   director by 2021 for the FTSE 100,   meaning 93 companies accounted for
                  things happen – plans turn into action,   and at least one (just one) non-white   the remaining 60 per cent (54 people).
                  scrambling starts or resignation sets   director by 2024 for the FTSE 250.   These numbers were stark, and the
                  in and a deep rationalisation exercise   The Review Committee also made   need and case for change were clear –
                  begins. My hopeful nature wants me   recommendations about developing   at least to us.
                  to believe actions are being taken,   the internal pipeline and asked for   Upon publication of the Report, while
                  but my experience to date tells me   enhanced transparency around   there was some positive reception,
                  that scrambling is more likely, and   diversity policies and reporting.  there was also an exasperated voice



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